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題名 面對改變的應變能力：員工敏捷與工作角色行為之關係與變動情境的調節角色
Agility in the Face of Change: Relationship Between Employee Agility and Work Role Behavior and the Moderating Role of Context Change.
作者 郭瑋如
Kuo, Wei-Ru
貢獻者 林姿葶
Lin, Tzu-Ting
郭瑋如
Kuo, Wei-Ru
關鍵詞 員工敏捷
工作角色行為
知覺工作情境變動性
任務多樣性
Employee agility
Work role behavior
Perception of work contextual change
Task variety
日期 2023
上傳時間 1-Sep-2023 15:20:11 (UTC+8)
摘要 直至現在，COVID-19疫情等國際事件的影響仍未平息，身處高變動時代的工作者該如何因應成了重要課題，學者指出當環境處於動盪以及高不確定時，個體的「敏捷」程度成了重要的關鍵，然而過往研究對於工作者個人的敏捷能力知之甚少。故此，本研究執行三階段研究流程，藉此探尋個體在工作時，該具備何種能力才可以有效因應外在環境的變動。首先，研究一蒐集74名工作者提供之208筆有效關鍵事例實徵資料，藉此了解實務界工作者對於敏捷能力的看法。結果發現員工敏捷共可分為認知處理能力、目標執行能力，以及情感因應能力三大向度，本研究將員工敏捷定義為「工作者在面對變動時，可以有效率地進行認知處理、目標執行以及情感因應的整合能力」。在此結構下編寫初始題項後，本研究邀請40位心理學相關背景之學生針對18題題項進行強迫歸類，確立員工敏捷之架構與測量工具。接著，研究二以205名臺灣在職員工作為有效樣本，進行員工敏捷與效標變項檢驗，藉此驗證本研究所編製之工具具有良好信效度。最後，研究三透過分析307筆臺灣正職工作者兩階段網路問卷資料，檢驗員工敏捷與工作角色行為間之關聯性，以及知覺工作情境變動性、任務多樣性對其間關係的調節效果。結果驗證知覺工作情境變動性對於員工敏捷與工作角色行為之關聯具有正向調節效果，而任務多樣性對該關聯並未存在顯著的調節作用。整體而言，本研究彌補過往研究缺口，增加學界對於員工敏捷構念的瞭解，釐清員工敏捷概念架構，同時也編製更加合適的測量工具供未來學界使用，並透過量化資料蒐集驗證工作者具備員工敏捷能力所能帶來的優勢與助益，提供實務界欲增進員工表現時，作為人力資源管理之參考。
Until now, the effect of some international crises like the COVID-19 pandemic remains. How to cope with those unpredictable changes in this variate world becomes a severe issue. Previous research suggests that “agility” is vital to survive in a turbulent or high-uncertainty environment. However, there are still mysteries about employee agility and what it can do. Thus, this paper conducted three studies to develop a reliable and valid measurement of employee agility and test the possible outcomes of this ability. In study 1, this research analyzed 208 descriptions of employee agility from 74 current employees in Taiwan and revealed three underlying dimensions of employee agility: cognitive flexibility, goal execution, and emotional coping with a rigorous categorizing process. Therefore, employee agility is defined as “the integrated ability of cognitive flexibility, goal execution, and emotional coping of workers to effectively confront changes.” Then this research developed a measurement scale of employee agility based on the former result and tested the construct validity of the scale by sampling 40 undergraduate students. In study 2, this research performed exploratory and confirmatory factor analysis to ensure the item and internal consistency of the employee agility scale, and analyzed the criterion effect of employee agility by using 205 employees in Taiwan. In study 3, this research invited 307 employees to conduct a two-staged online survey and explored the effect of employee agility. Results showed that the perception of work contextual change could positively moderate the relationship between employee agility and work role behavior. However, the moderating effect of task variety on the assumed relationship was insignificant. This result enhances our understanding of employee agility ability together with its possible effect. Organizations or enterprises can refer to the findings in this paper to enhance the effectiveness of human resource management to improve performance in the future.
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描述 碩士
國立政治大學
心理學系
110752004
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0110752004
資料類型 thesis
dc.contributor.advisor 林姿葶zh_TW
dc.contributor.advisor Lin, Tzu-Tingen_US
dc.contributor.author (Authors) 郭瑋如zh_TW
dc.contributor.author (Authors) Kuo, Wei-Ruen_US
dc.creator (作者) 郭瑋如zh_TW
dc.creator (作者) Kuo, Wei-Ruen_US
dc.date (日期) 2023en_US
dc.date.accessioned 1-Sep-2023 15:20:11 (UTC+8)-
dc.date.available 1-Sep-2023 15:20:11 (UTC+8)-
dc.date.issued (上傳時間) 1-Sep-2023 15:20:11 (UTC+8)-
dc.identifier (Other Identifiers) G0110752004en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/147013-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學系zh_TW
dc.description (描述) 110752004zh_TW
dc.description.abstract (摘要) 直至現在，COVID-19疫情等國際事件的影響仍未平息，身處高變動時代的工作者該如何因應成了重要課題，學者指出當環境處於動盪以及高不確定時，個體的「敏捷」程度成了重要的關鍵，然而過往研究對於工作者個人的敏捷能力知之甚少。故此，本研究執行三階段研究流程，藉此探尋個體在工作時，該具備何種能力才可以有效因應外在環境的變動。首先，研究一蒐集74名工作者提供之208筆有效關鍵事例實徵資料，藉此了解實務界工作者對於敏捷能力的看法。結果發現員工敏捷共可分為認知處理能力、目標執行能力，以及情感因應能力三大向度，本研究將員工敏捷定義為「工作者在面對變動時，可以有效率地進行認知處理、目標執行以及情感因應的整合能力」。在此結構下編寫初始題項後，本研究邀請40位心理學相關背景之學生針對18題題項進行強迫歸類，確立員工敏捷之架構與測量工具。接著，研究二以205名臺灣在職員工作為有效樣本，進行員工敏捷與效標變項檢驗，藉此驗證本研究所編製之工具具有良好信效度。最後，研究三透過分析307筆臺灣正職工作者兩階段網路問卷資料，檢驗員工敏捷與工作角色行為間之關聯性，以及知覺工作情境變動性、任務多樣性對其間關係的調節效果。結果驗證知覺工作情境變動性對於員工敏捷與工作角色行為之關聯具有正向調節效果，而任務多樣性對該關聯並未存在顯著的調節作用。整體而言，本研究彌補過往研究缺口，增加學界對於員工敏捷構念的瞭解，釐清員工敏捷概念架構，同時也編製更加合適的測量工具供未來學界使用，並透過量化資料蒐集驗證工作者具備員工敏捷能力所能帶來的優勢與助益，提供實務界欲增進員工表現時，作為人力資源管理之參考。zh_TW
dc.description.abstract (摘要) Until now, the effect of some international crises like the COVID-19 pandemic remains. How to cope with those unpredictable changes in this variate world becomes a severe issue. Previous research suggests that “agility” is vital to survive in a turbulent or high-uncertainty environment. However, there are still mysteries about employee agility and what it can do. Thus, this paper conducted three studies to develop a reliable and valid measurement of employee agility and test the possible outcomes of this ability. In study 1, this research analyzed 208 descriptions of employee agility from 74 current employees in Taiwan and revealed three underlying dimensions of employee agility: cognitive flexibility, goal execution, and emotional coping with a rigorous categorizing process. Therefore, employee agility is defined as “the integrated ability of cognitive flexibility, goal execution, and emotional coping of workers to effectively confront changes.” Then this research developed a measurement scale of employee agility based on the former result and tested the construct validity of the scale by sampling 40 undergraduate students. In study 2, this research performed exploratory and confirmatory factor analysis to ensure the item and internal consistency of the employee agility scale, and analyzed the criterion effect of employee agility by using 205 employees in Taiwan. In study 3, this research invited 307 employees to conduct a two-staged online survey and explored the effect of employee agility. Results showed that the perception of work contextual change could positively moderate the relationship between employee agility and work role behavior. However, the moderating effect of task variety on the assumed relationship was insignificant. This result enhances our understanding of employee agility ability together with its possible effect. Organizations or enterprises can refer to the findings in this paper to enhance the effectiveness of human resource management to improve performance in the future.en_US
dc.description.tableofcontents 第一章　前言 1
第二章　文獻回顧 5
第一節　組織情境下的敏捷 5
一、敏捷生產與組織敏捷 5
二、勞動力敏捷與員工敏捷 6
三、小結 8
第二節　員工敏捷文獻回顧與討論 11
一、員工敏捷的現有研究與討論 11
二、員工敏捷構念發展 14
三、員工敏捷相似變項釐清 17
四、小結 19
第三節　員工敏捷與工作角色行為 21
第四節　知覺工作情境變動性的調節效果 23
第五節　任務多樣性的調節效果 27
第三章　員工敏捷量表建構（研究一） 31
第一節　關鍵事例法 31
一、研究樣本與施測流程 31
二、研究工具 32
三、研究結果 33
第二節　強迫歸類法 41
一、研究樣本與施測流程 41
二、研究工具與結果 42
第三節　小結 45
第四章　員工敏捷量表信效度檢驗（研究二） 47
第一節　研究設計 47
一、研究樣本與施測流程 47
二、研究工具 48
第二節　研究結果 61
一、探索性因素分析 61
二、收斂效度分析 63
三、效標關聯效度分析 63
四、預測效度分析 67
第三節　小結 71
第五章　研究假設驗證（研究三） 73
第一節　研究設計 73
一、研究樣本與施測流程 73
二、研究工具 74
第二節　研究結果 81
一、驗證性因素分析 81
二、描述性統計分析與相關分析 83
三、假設檢定 86
第三節　小結 89
第六章　討論 91
第一節　結果討論與理論貢獻 91
一、員工敏捷架構初探與測量工具建製 91
二、員工敏捷測量工具建製與信效度檢驗 92
三、員工敏捷對工作表現之正向效果 94
四、情境變動的調節效果 95
第二節　研究限制與未來方向 97
一、研究限制 97
二、未來研究方向 98
三、實務建議 99
第三節　結論 101
參考文獻 103
附錄一：研究一 關鍵事例問卷 115
附錄二：研究一 強迫歸類問卷 119
附錄三：研究二 效標檢驗問卷 123
附錄四：研究三 假設檢驗問卷（第一階段） 131
附錄五：研究三 假設檢驗問卷（第二階段） 135		zh_TW
dc.format.extent 5054718 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0110752004en_US
dc.subject (關鍵詞) 員工敏捷zh_TW
dc.subject (關鍵詞) 工作角色行為zh_TW
dc.subject (關鍵詞) 知覺工作情境變動性zh_TW
dc.subject (關鍵詞) 任務多樣性zh_TW
dc.subject (關鍵詞) Employee agilityen_US
dc.subject (關鍵詞) Work role behavioren_US
dc.subject (關鍵詞) Perception of work contextual changeen_US
dc.subject (關鍵詞) Task varietyen_US
dc.title (題名) 面對改變的應變能力：員工敏捷與工作角色行為之關係與變動情境的調節角色zh_TW
dc.title (題名) Agility in the Face of Change: Relationship Between Employee Agility and Work Role Behavior and the Moderating Role of Context Change.en_US
dc.type (資料類型) thesisen_US
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