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題名 以資源保存理論觀點探討工作壓力源與主動行為之關係
Unraveling the Link Between Work-Related Stressors and Proactive Behaviors: A Resource-Conservation Perspective
作者 張詩慧
Zhang, Shi-Hui
貢獻者 胡昌亞
Hu, Chang-Ya
張詩慧
Zhang, Shi-Hui
關鍵詞 資源保存理論
工作相關壓力源
主動行為
工作塑造
COR theory
work-related stressors
proactive behaviors
job-crafting
日期 2021
上傳時間 1-Jun-2021 14:51:52 (UTC+8)
摘要 本研究以資源保存理論（conservation of resource, COR）為理論基礎，探討員工如何通過主動行為來因應工作相關的壓力源。研究一和研究二的主動行為分別為自我發展行為（包括主動學習行為和社交行為），和工作塑造（包括關係工作塑造，和技能工作塑造）。研究一採用紙本問卷，對台灣182名全職員工及其主管進行了兩個時間點的調查。結果發現，低品質領導-成員交換關係會透過獲取資源困難和自我耗竭減損自我發展行為。此結果支持員工會通過資源保存歷程來管理低質量的領導-成員交換關係。此外，結果亦顯示資源威脅與實際資源損失的相對影響沒有顯著差異。承接研究一的發現，研究二結合資源保存理論和挑戰-阻礙壓力模型（challenge-hindrance model of stress），進一步檢驗挑戰性壓力源傾向於激發資源獲取歷程，而阻礙性壓力源傾向於激發資源保存歷程。研究二採用網絡問卷，對中國大陸184名全職員工進行了兩個時間點的調查。結果發現，挑戰性壓力源（工作負荷）會透過資源獲得動機來提升促進導向的工作塑造，但是，結果未能支持資源保存動機中介阻礙性壓力源（人際壓力源）與預防導向工作塑造行為之間關係。本研究的理論與實務意涵於最後提出討論。
Drawing from the conservation of resource (COR) theory, I used two studies to investigate how employee engage in proactive behaviors to respond to work-related stressors. The proactive behaviors include self-development behaviors (active learning and networking behaviors) in study 1 and job crafting behaviors (relational job crafting and skill job crafting) in study 2. For study 1, two waves of data were collected from 182 full-time employees and their supervisors in Taiwan. The results showed that difficulty to access resource and ego depletion mediated the negative relationships between low-quality leader-member exchange (LMX) and self-development behaviors. The results supported the resource-conservation process to manage low-quality LMX. However, I found no significant difference in the relative effects of resource threats versus actual resource losses. In study 2, by integrating COR theory and the challenge-hindrance stress model, I further proposed that challenge stressors tend to evoke resource-acquisition processes, whereas hindrance stressors tend to evoke resource-conservation processes. Two waves of data with 184 samples were collected from full-time employees in China through on-line survey. The results showed that resource acquisition motivation mediated the relationship between challenge stressors (workload) and promotion-oriented crafting behaviors. However, the results failed to support the mediating role of resource conservation in the relationship between hindrance stressors (interpersonal stressors) and prevention-oriented crafting behaviors. Theoretical and practical implications are discussed.
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描述 博士
國立政治大學
企業管理學系
105355508
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0105355508
資料類型 thesis
dc.contributor.advisor 胡昌亞zh_TW
dc.contributor.advisor Hu, Chang-Yaen_US
dc.contributor.author (Authors) 張詩慧zh_TW
dc.contributor.author (Authors) Zhang, Shi-Huien_US
dc.creator (作者) 張詩慧zh_TW
dc.creator (作者) Zhang, Shi-Huien_US
dc.date (日期) 2021en_US
dc.date.accessioned 1-Jun-2021 14:51:52 (UTC+8)-
dc.date.available 1-Jun-2021 14:51:52 (UTC+8)-
dc.date.issued (上傳時間) 1-Jun-2021 14:51:52 (UTC+8)-
dc.identifier (Other Identifiers) G0105355508en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/135325-
dc.description (描述) 博士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理學系zh_TW
dc.description (描述) 105355508zh_TW
dc.description.abstract (摘要) 本研究以資源保存理論（conservation of resource, COR）為理論基礎，探討員工如何通過主動行為來因應工作相關的壓力源。研究一和研究二的主動行為分別為自我發展行為（包括主動學習行為和社交行為），和工作塑造（包括關係工作塑造，和技能工作塑造）。研究一採用紙本問卷，對台灣182名全職員工及其主管進行了兩個時間點的調查。結果發現，低品質領導-成員交換關係會透過獲取資源困難和自我耗竭減損自我發展行為。此結果支持員工會通過資源保存歷程來管理低質量的領導-成員交換關係。此外，結果亦顯示資源威脅與實際資源損失的相對影響沒有顯著差異。承接研究一的發現，研究二結合資源保存理論和挑戰-阻礙壓力模型（challenge-hindrance model of stress），進一步檢驗挑戰性壓力源傾向於激發資源獲取歷程，而阻礙性壓力源傾向於激發資源保存歷程。研究二採用網絡問卷，對中國大陸184名全職員工進行了兩個時間點的調查。結果發現，挑戰性壓力源（工作負荷）會透過資源獲得動機來提升促進導向的工作塑造，但是，結果未能支持資源保存動機中介阻礙性壓力源（人際壓力源）與預防導向工作塑造行為之間關係。本研究的理論與實務意涵於最後提出討論。zh_TW
dc.description.abstract (摘要) Drawing from the conservation of resource (COR) theory, I used two studies to investigate how employee engage in proactive behaviors to respond to work-related stressors. The proactive behaviors include self-development behaviors (active learning and networking behaviors) in study 1 and job crafting behaviors (relational job crafting and skill job crafting) in study 2. For study 1, two waves of data were collected from 182 full-time employees and their supervisors in Taiwan. The results showed that difficulty to access resource and ego depletion mediated the negative relationships between low-quality leader-member exchange (LMX) and self-development behaviors. The results supported the resource-conservation process to manage low-quality LMX. However, I found no significant difference in the relative effects of resource threats versus actual resource losses. In study 2, by integrating COR theory and the challenge-hindrance stress model, I further proposed that challenge stressors tend to evoke resource-acquisition processes, whereas hindrance stressors tend to evoke resource-conservation processes. Two waves of data with 184 samples were collected from full-time employees in China through on-line survey. The results showed that resource acquisition motivation mediated the relationship between challenge stressors (workload) and promotion-oriented crafting behaviors. However, the results failed to support the mediating role of resource conservation in the relationship between hindrance stressors (interpersonal stressors) and prevention-oriented crafting behaviors. Theoretical and practical implications are discussed.en_US
dc.description.tableofcontents Abstract I
Introduction 1
Study 1 4
1.1 Theory and Hypothesis Development 7
1.1.1 Theory Foundation: From Stress Theory to Stress Motivational Theory 7
1.1.2 Resource Threats Management Process 8
1.1.3 Resource Losses Management Process 10
1.1.4 The Relative Effect of Resource Threats and Resource Losses 12
1.2 Methods 13
1.2.1 Sample and Procedures 13
1.2.1 Measures 13
1.3 Results 15
1.3.1 Preliminary Analysis 15
1.3.2 Structural Equation Modeling Analysis 15
1.3.3 Supplemental analysis 22
Study 2 27
2.1 Promotion and Prevention Approach to Understand the Resource Acquisition and Resource Conservation Motivation 31
2.2 The Challenge–Hindrance Model of Stress and COR Theory 32
2.2.1 When is Each Motivation Activated? 33
2.2.2 Mediation Effects 38
2.3 Methods 39
2.3.1 Pilot Study: Measure Development of Resource Acquisition- and Conservation-oriented Motivation 39
2.3.2 Sample and Procedures 42
2.3.3 Measures 43
2.4 Results 44
2.5 Discussion of Study 2 50
Summary and Conclusions 52
1. Theory Contributions to COR Theory 52
2. Theory Contributions to Stress Literatures 54
3. Theory Contributions to Proactive Behavior Literatures 55
4. Practical Implications 56
5. Limitations and Future Directions 57
Reference 59		zh_TW
dc.format.extent 1352620 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0105355508en_US
dc.subject (關鍵詞) 資源保存理論zh_TW
dc.subject (關鍵詞) 工作相關壓力源zh_TW
dc.subject (關鍵詞) 主動行為zh_TW
dc.subject (關鍵詞) 工作塑造zh_TW
dc.subject (關鍵詞) COR theoryen_US
dc.subject (關鍵詞) work-related stressorsen_US
dc.subject (關鍵詞) proactive behaviorsen_US
dc.subject (關鍵詞) job-craftingen_US
dc.title (題名) 以資源保存理論觀點探討工作壓力源與主動行為之關係zh_TW
dc.title (題名) Unraveling the Link Between Work-Related Stressors and Proactive Behaviors: A Resource-Conservation Perspectiveen_US
dc.type (資料類型) thesisen_US
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dc.identifier.doi (DOI) 10.6814/NCCU202100441en_US