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題名 心理資本與員工建言關係之探討：師徒功能與未來時間觀之調節效果
Psychological capital and employee voice: the moderating roles of mentoring functions and future time perspective作者 林立學
Lin, Li-Xue貢獻者 胡昌亞
Hu, Chang Ya
林立學
Lin, Li-Xue關鍵詞 心理資本
師徒功能
未來時間觀
員工建言
Psychological capital
Mentoring function
Future time perspective
Employee voice日期 2018 上傳時間 12-Feb-2019 16:01:01 (UTC+8) 摘要 本研究之目的在探討心理資本與員工建言之關係，並且探討師徒功能與未來時間觀對前述心理資本與員工建言之間的調節效果。本研究以臺灣企業在職者為對象，採便利抽樣法選取潛在研究參與者。共發出200組師父-徒弟對偶問卷，最終獲得181組有效問卷。本研究以多元迴歸分析進行假設考驗，分析結果顯示：（一）心理資本與員工建言有正向關係；（二）師徒功能對心理資本影響員工建言不具有調節效果；（三）未來時間觀對心理資本影響員工建言具有調節效果，當未來時間觀較低時，心理資本與員工建言之正向關係更加強烈。最後，針對研究結果，進一步討論理論、研究限制與未來研究方向。
The purpose of the current study is to examine the potential positive relationship between psychological capital and employee voice. Furthermore, the potential moderating roles of mentoring functions received and future time perspective in the relationship between psychological capital and voice were also examined. Using a convenience sampling approach, a total of 200 mentor-protégé paired survey packages were distributed and received 181 valid paired samples. Results based on multiple regression analyses suggest that psychological capital was positive related to employee voice. Future time perspective moderated the positive relationship between psychological capital and employee voice such that the positive relationship was stronger when future time perspective was low. 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Putting time in perspective: A valid, reliable individual-differences metric. Journal Of Personality And Social Psychology, 77(6), 1271-1288. doi:10.1037/0022-3514.77.6.1271 描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
105363075資料來源 http://thesis.lib.nccu.edu.tw/record/#G0105363075 資料類型 thesis dc.contributor.advisor 胡昌亞 zh_TW dc.contributor.advisor Hu, Chang Ya en_US dc.contributor.author (Authors) 林立學 zh_TW dc.contributor.author (Authors) Lin, Li-Xue en_US dc.creator (作者) 林立學 zh_TW dc.creator (作者) Lin, Li-Xue en_US dc.date (日期) 2018 en_US dc.date.accessioned 12-Feb-2019 16:01:01 (UTC+8) - dc.date.available 12-Feb-2019 16:01:01 (UTC+8) - dc.date.issued (上傳時間) 12-Feb-2019 16:01:01 (UTC+8) - dc.identifier (Other Identifiers) G0105363075 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/122335 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所(MBA學位學程) zh_TW dc.description (描述) 105363075 zh_TW dc.description.abstract (摘要) 本研究之目的在探討心理資本與員工建言之關係，並且探討師徒功能與未來時間觀對前述心理資本與員工建言之間的調節效果。本研究以臺灣企業在職者為對象，採便利抽樣法選取潛在研究參與者。共發出200組師父-徒弟對偶問卷，最終獲得181組有效問卷。本研究以多元迴歸分析進行假設考驗，分析結果顯示：（一）心理資本與員工建言有正向關係；（二）師徒功能對心理資本影響員工建言不具有調節效果；（三）未來時間觀對心理資本影響員工建言具有調節效果，當未來時間觀較低時，心理資本與員工建言之正向關係更加強烈。最後，針對研究結果，進一步討論理論、研究限制與未來研究方向。 zh_TW dc.description.abstract (摘要) The purpose of the current study is to examine the potential positive relationship between psychological capital and employee voice. Furthermore, the potential moderating roles of mentoring functions received and future time perspective in the relationship between psychological capital and voice were also examined. Using a convenience sampling approach, a total of 200 mentor-protégé paired survey packages were distributed and received 181 valid paired samples. Results based on multiple regression analyses suggest that psychological capital was positive related to employee voice. Future time perspective moderated the positive relationship between psychological capital and employee voice such that the positive relationship was stronger when future time perspective was low. Theoretical and practical implications of the findings are discussed. en_US dc.description.tableofcontents 摘要 iAbstract iii目錄 iv表目錄 v圖目錄 vi第一章 緒論 1第二章 文獻探討 3第一節 心理資本及其研究現況 3第二節 員工建言及其研究現況 6第三節 心理資本對員工建言的影響 8第四節 調節作用之討論 9第五節 研究架構 13第三章 研究方法 14第一節 研究受試者 14第二節 研究程序 16第三節 研究變項定義與測量方法 17第四節 資料分析方法 19第四章 研究結果 20第一節 相關分析結果 20第二節 主要效果與調節效果之驗證 22第五章 討論與建議 25第一節 結果討論 25第二節 研究限制 27第三節 未來研究方向 28參考文獻 29附錄 問卷題項參考 37 zh_TW dc.format.extent 834040 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0105363075 en_US dc.subject (關鍵詞) 心理資本 zh_TW dc.subject (關鍵詞) 師徒功能 zh_TW dc.subject (關鍵詞) 未來時間觀 zh_TW dc.subject (關鍵詞) 員工建言 zh_TW dc.subject (關鍵詞) Psychological capital en_US dc.subject (關鍵詞) Mentoring function en_US dc.subject (關鍵詞) Future time perspective en_US dc.subject (關鍵詞) Employee voice en_US dc.title (題名) 心理資本與員工建言關係之探討：師徒功能與未來時間觀之調節效果 zh_TW dc.title (題名) Psychological capital and employee voice: the moderating roles of mentoring functions and future time perspective en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 一、 中文文獻何揚民（2016）。員工建言的前因與後果：後設分析與研究建議。觀光與休閒管理期刊。4(1)，142-154。doi:10.6510/JTLM.4(1).13何瑞枝、蔡啟通、張瓊誼（2017）。知覺主管神經質特性是否影響員工建言：以情緒耗竭、主管認同及自我效能為中介變數。北商學報，(32)，1-26。李宗義、許雅淑（譯）（2018）。叛離、抗議與忠誠（原作者：Albert Otto Hirschman）。台北：商周出版。（原著出版於1970年）。周麗芳、任金剛、林守紀（2013）。轉型領導與建言行為：文化價值觀的關鍵角色。組織與管理，6(2)，115-159。林守紀、周麗芳、任金剛、曾春榮（2017）。員工建言行為：回顧與未來。人力資源管理學報，17(1)，1-33。doi:10.6147/JHRM.2017.1701.01洪蘭（譯）（2009）。真實的快樂。（原作者：Martin E. 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