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題名 職場友誼與組織公民行為關係之研究：職業倦怠之調節效果
An Examination of the Relationship Between Workplace Friendship and Organizational Citizenship Behavior: Job Burnout as a Moderator作者 呂翊甄
Lu, Yi-Chen貢獻者 胡昌亞
Hu, Chang-Ya
呂翊甄
Lu, Yi-Chen關鍵詞 組織公民行為
個人導向組織公民行為
組織導向組織公民行為
職場友誼
職業倦怠
Organizational Citizenship Behavior (OCB)
Organizational Citizenship Behavior - Individuals (OCBI)
Organizational Citizenship Behavior - Organization (OCBO)
Workplace Friendship
Job Burnout日期 2022 上傳時間 1-Aug-2022 18:59:40 (UTC+8) 摘要 本研究旨在探討職場友誼與組織公民行為之關係，以及職業倦怠在兩者關係間之調節效果。本研究以工作地位於台灣之全職工作者為研究對象，透過網路進行問卷調查，一共收回有效問卷488份。本研究結果顯示：（ㄧ）職場友誼對個人導向組織公民行為有正向影響；（二）職場友誼對組織導向組織公民行為沒有影響；（三）職場友誼對個人導向組織公民行爲的正向影響大於職場友誼對組織導向組織公民行爲的正向影響；（四）職業倦怠在職場友誼與個人導向組織公民行為間不具調節效果；（五）職業倦怠在職場友誼與組織導向組織公民行為間具調節效果，當高職業倦怠時，職場友誼對組織導向組織公民行為有負向影響。最後，根據本研究結果提出可行建議供企業參考，同時亦對研究限制與未來研究建議進行討論，期望組織公民行為、職場友誼與職業倦怠的議題更受重視。
The purpose of this current study is to examine the relationship between workplace friendship and organizational citizenship behavior (OCB), and the moderating effect of job burnout on the relationship between workplace friendship and OCB. This current study conducted an online survey for full-time employees whose workplaces were located in Taiwan, and a total of 488 valid questionnaires were collected.The results demonstrated that (1) workplace friendship was positively related to organizational citizenship behavior - individuals (OCBI); (2) workplace friendship had no relationship with organizational citizenship behavior - organization (OCBO); (3) the positive relationship between workplace friendship and OCBI was stronger than the positive relationship between workplace friendship and OCBO; (4) job burnout did not moderate the relationship between workplace friendship and OCBI; (5) job burnout moderated the relationship between workplace friendship and OCBO, and workplace friendship was negatively related to OCBO when job burnout was high.Theoretical and practical implications were discussed in this current study. This current study is hoped that the issues of OCB, workplace friendship, and job burnout will be paid more attention.參考文獻 一、中文文獻1. 104人力銀行（2022年1月1日）。員工工作價值重要度認知：薪酬最重要、組織安定與人際關係次之｜2021員工C.E.O.工作價值認知調查報告。https://pro.104.com.tw/vip/preLogin/recruiterForum/690070282/post/538512. 104人力銀行（2022年1月26日）。WFH工作數3年成長4.6倍 為何6成有經驗的企業認為是雙面刃？https://blog.104.com.tw/104data-wfh-investigation-report/#023. yes123求職網（2021年11月4日）。四成二休假不正常！70%患請假恐懼症 94%得過職業倦怠症！好發於週一14:00。https://www.yes123.com.tw/ADMIN/white_paper/article.asp?id=202111040812064. 台灣就業通（2019年12月31日）。2020職來運轉大調查 調查結果分析報告。https://special.taiwanjobs.gov.tw/Internet/2019/Survey/half_2/page01.html5. 余民寧、李仁豪（2006）。調查方式與問卷長短對回收率與調查內容影響之研究。當代教育研究，14(3)，127-168。6. 林惠敏（2014）。職場友誼與組織公民行為之關係及其調節變項之探討〔未出版之碩士論文〕。私立義守大學管理學院碩士在職專班。7. 林鉦棽（1996）。組織公正、信任、組織公民行為之研究：社會交換理論之觀點。管理科學學報，13(3)，391-415。8. 林鉦棽、陳心怡（2006）。組織公正對動機與信任及組織公民行為之影響。亞太經濟管理評論，9(2)，23-41。9. 許道然（2002）。組織公民行為之研究。空大行政學報，12，113-146。10. 陳建佑（2011）。從關懷與交易觀點探討職場友誼與組織公民行為之關係。人文暨社會科學期刊，7(2)，17-24。11. 陳儀蓉、黃芳銘（2006）。組織公民行為量表在男女員工群體上之測驗恆等性檢定。測驗學刊，53(2)，297-325。12. 黃于寶（2013）。探討工作倦怠、工作家庭平衡對組織公民行為之影響－以職場靈性為中介變項〔未出版之碩士論文〕。國立臺灣師範大學科技應用與人力資源發展研究所。13. 黃曼琴、王怡惠（2013）。角色壓力、工作倦怠對組織公民行為影響之研究－以員工犬儒主義為干擾變數。管理研究學報，13(1)，39-72。14. 勞工請假規則第10條（2019年1月15日）。https://law.moj.gov.tw/LawClass/LawSingle.aspx?pcode=N0030006&flno=1015. 勞動基準法第43條（2020年6月10日）。https://law.moj.gov.tw/LawClass/LawSingle.aspx?pcode=N0030001&flno=4316. 劉玉婷（2012）。跨國企業員工職場友誼、關係與組織公民行為關係之研究〔未出版之碩士論文〕。私立大葉大學管理學院碩士在職專班。二、英文文獻1. 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Burn-out an "occupational phenomenon": International classification of diseases. https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases50. Wright, P. H. (1978). Toward a theory of friendship based on the conception of self. Human Communication Research, 4(3), 196–207. 描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
109363062資料來源 http://thesis.lib.nccu.edu.tw/record/#G0109363062 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) 呂翊甄 zh_TW dc.contributor.author (Authors) Lu, Yi-Chen en_US dc.creator (作者) 呂翊甄 zh_TW dc.creator (作者) Lu, Yi-Chen en_US dc.date (日期) 2022 en_US dc.date.accessioned 1-Aug-2022 18:59:40 (UTC+8) - dc.date.available 1-Aug-2022 18:59:40 (UTC+8) - dc.date.issued (上傳時間) 1-Aug-2022 18:59:40 (UTC+8) - dc.identifier (Other Identifiers) G0109363062 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/141392 - 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) 109363062 zh_TW dc.description.abstract (摘要) 本研究旨在探討職場友誼與組織公民行為之關係，以及職業倦怠在兩者關係間之調節效果。本研究以工作地位於台灣之全職工作者為研究對象，透過網路進行問卷調查，一共收回有效問卷488份。本研究結果顯示：（ㄧ）職場友誼對個人導向組織公民行為有正向影響；（二）職場友誼對組織導向組織公民行為沒有影響；（三）職場友誼對個人導向組織公民行爲的正向影響大於職場友誼對組織導向組織公民行爲的正向影響；（四）職業倦怠在職場友誼與個人導向組織公民行為間不具調節效果；（五）職業倦怠在職場友誼與組織導向組織公民行為間具調節效果，當高職業倦怠時，職場友誼對組織導向組織公民行為有負向影響。最後，根據本研究結果提出可行建議供企業參考，同時亦對研究限制與未來研究建議進行討論，期望組織公民行為、職場友誼與職業倦怠的議題更受重視。 zh_TW dc.description.abstract (摘要) The purpose of this current study is to examine the relationship between workplace friendship and organizational citizenship behavior (OCB), and the moderating effect of job burnout on the relationship between workplace friendship and OCB. This current study conducted an online survey for full-time employees whose workplaces were located in Taiwan, and a total of 488 valid questionnaires were collected.The results demonstrated that (1) workplace friendship was positively related to organizational citizenship behavior - individuals (OCBI); (2) workplace friendship had no relationship with organizational citizenship behavior - organization (OCBO); (3) the positive relationship between workplace friendship and OCBI was stronger than the positive relationship between workplace friendship and OCBO; (4) job burnout did not moderate the relationship between workplace friendship and OCBI; (5) job burnout moderated the relationship between workplace friendship and OCBO, and workplace friendship was negatively related to OCBO when job burnout was high.Theoretical and practical implications were discussed in this current study. This current study is hoped that the issues of OCB, workplace friendship, and job burnout will be paid more attention. en_US dc.description.tableofcontents 致謝 I摘要 IIAbstract III目錄 IV圖目錄 VI表目錄 VII第一章 緒論 1第一節 研究背景與動機 1第二節 研究目的 3第三節 研究流程 4第二章 文獻探討 5第一節 組織公民行為 5第二節 職場友誼 9第三節 職業倦怠 13第三章 研究方法 18第一節 研究架構 18第二節 研究假設 18第三節 研究對象 19第四節 研究工具 19第五節 資料分析 23第四章 研究結果 25第一節 敘述統計分析 25第二節 信度分析 29第三節 相關分析 30第四節 階層迴歸分析 32第五章 結論與建議 37第一節 研究結論 37第二節 管理意涵 40第三節 研究限制與未來研究建議 42參考文獻 44 zh_TW dc.format.extent 1633420 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0109363062 en_US dc.subject (關鍵詞) 組織公民行為 zh_TW dc.subject (關鍵詞) 個人導向組織公民行為 zh_TW dc.subject (關鍵詞) 組織導向組織公民行為 zh_TW dc.subject (關鍵詞) 職場友誼 zh_TW dc.subject (關鍵詞) 職業倦怠 zh_TW dc.subject (關鍵詞) Organizational Citizenship Behavior (OCB) en_US dc.subject (關鍵詞) Organizational Citizenship Behavior - Individuals (OCBI) en_US dc.subject (關鍵詞) Organizational Citizenship Behavior - Organization (OCBO) en_US dc.subject (關鍵詞) Workplace Friendship en_US dc.subject (關鍵詞) Job Burnout en_US dc.title (題名) 職場友誼與組織公民行為關係之研究：職業倦怠之調節效果 zh_TW dc.title (題名) An Examination of the Relationship Between Workplace Friendship and Organizational Citizenship Behavior: Job Burnout as a Moderator en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 一、中文文獻1. 104人力銀行（2022年1月1日）。員工工作價值重要度認知：薪酬最重要、組織安定與人際關係次之｜2021員工C.E.O.工作價值認知調查報告。https://pro.104.com.tw/vip/preLogin/recruiterForum/690070282/post/538512. 104人力銀行（2022年1月26日）。WFH工作數3年成長4.6倍 為何6成有經驗的企業認為是雙面刃？https://blog.104.com.tw/104data-wfh-investigation-report/#023. yes123求職網（2021年11月4日）。四成二休假不正常！70%患請假恐懼症 94%得過職業倦怠症！好發於週一14:00。https://www.yes123.com.tw/ADMIN/white_paper/article.asp?id=202111040812064. 台灣就業通（2019年12月31日）。2020職來運轉大調查 調查結果分析報告。https://special.taiwanjobs.gov.tw/Internet/2019/Survey/half_2/page01.html5. 余民寧、李仁豪（2006）。調查方式與問卷長短對回收率與調查內容影響之研究。當代教育研究，14(3)，127-168。6. 林惠敏（2014）。職場友誼與組織公民行為之關係及其調節變項之探討〔未出版之碩士論文〕。私立義守大學管理學院碩士在職專班。7. 林鉦棽（1996）。組織公正、信任、組織公民行為之研究：社會交換理論之觀點。管理科學學報，13(3)，391-415。8. 林鉦棽、陳心怡（2006）。組織公正對動機與信任及組織公民行為之影響。亞太經濟管理評論，9(2)，23-41。9. 許道然（2002）。組織公民行為之研究。空大行政學報，12，113-146。10. 陳建佑（2011）。從關懷與交易觀點探討職場友誼與組織公民行為之關係。人文暨社會科學期刊，7(2)，17-24。11. 陳儀蓉、黃芳銘（2006）。組織公民行為量表在男女員工群體上之測驗恆等性檢定。測驗學刊，53(2)，297-325。12. 黃于寶（2013）。探討工作倦怠、工作家庭平衡對組織公民行為之影響－以職場靈性為中介變項〔未出版之碩士論文〕。國立臺灣師範大學科技應用與人力資源發展研究所。13. 黃曼琴、王怡惠（2013）。角色壓力、工作倦怠對組織公民行為影響之研究－以員工犬儒主義為干擾變數。管理研究學報，13(1)，39-72。14. 勞工請假規則第10條（2019年1月15日）。https://law.moj.gov.tw/LawClass/LawSingle.aspx?pcode=N0030006&flno=1015. 勞動基準法第43條（2020年6月10日）。https://law.moj.gov.tw/LawClass/LawSingle.aspx?pcode=N0030001&flno=4316. 劉玉婷（2012）。跨國企業員工職場友誼、關係與組織公民行為關係之研究〔未出版之碩士論文〕。私立大葉大學管理學院碩士在職專班。二、英文文獻1. 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