| dc.contributor | 國立政治大學企業管理學系 | en_US |
| dc.contributor | 行政院國家科學委員會 | en_US |
| dc.creator (作者) | 胡昌亞 | zh_TW |
| dc.date (日期) | 2010 | en_US |
| dc.date.accessioned | 18-May-2012 13:35:22 (UTC+8) | - |
| dc.date.available | 18-May-2012 13:35:22 (UTC+8) | - |
| dc.date.issued (上傳時間) | 18-May-2012 13:35:22 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/52924 | - |
| dc.description.abstract (摘要) | 工作場所中關係認同量表之發展 工作場所中最基本的人際互動單位就是對偶關係，因此個人對其涉入關係的認 同程度（關係認同）對個人工作態度與行為應有顯著的影響。雖然關係認同的概念在 組織行為的研究中日益受到重視，但由於目前仍未發展出關係認同量表，因此並無實 證研究檢驗關係認同與個人工作態度與行為之關係，可見得發展工作場所中關係認同 的測量工具有其重要性。有鑑於此，本研究計畫將依據Sluss 與Ashforth (2007, 2008) 對 關係認同之定義，發展組織中兩類重要人際關係的關係認同量表：主管部屬關係認同 量表與師徒關係認同量表。本研究計畫將以Hinkin (1998) 量表發展之步驟為依據，發 展兩類關係認同量表之題項。並且同時以主管承諾、主管忠誠與組織認同作為主管部 屬關係認同的效標變項，而以組織社會化程度、職涯承諾與組織認同作為師徒關係認 同的效標變項。本研究計畫將以兩階段方式進行量表發展，第一階段預計收集300 份 有效資料，並以探索性因素分析的結果作為初步題項選擇之依據。而第二階段根據第 一階段所的量表為研究工具，預計收集200 份有效資料。將驗證性因素分析檢驗研究 變項之構念效度（收斂效度與區辨效度），再以多元迴歸分析進行效標關聯效度的檢 驗。本研究最後將根據研究結果，討論其研究限制、管理意涵與理論貢獻。 | en_US |
| dc.description.abstract (摘要) | Relational Identification in the Workplace: A Scale Development Study The dyadic relationship is the smallest unit of interpersonal interaction in the workplace. Although the construct of relational identification has attracted a growing interest from the researchers in the area of organizational behavior, there has not been a well-developed scale for the construct of relational identification. Consequently, there has been no empirical study that examined the relationship between relationship identification and employee effectiveness. In order to expand the understanding of the relational identification, this proposal aim to develop two types of relational identification scales, one for supervisor-subordinate relationship identification and one for mentoring relationship identification. The process of scale development will be based on the steps suggested by Hinkin(1998) recommended. Subordinate commitment and loyalty to supervisor and organizational identification will be used as the criteria for supervisor-subordinate relational identification. Organizational socialization, career commitment and organizational identification will be used as the criteria for mentorship relational identification. Survey packages will be distributed for data collection. In the first stage, it is expected that approximately 300 usable data will be collected. Exploratory factor analysis will be used for initial item selection. In the second stage, it is expected that approximately 200 usable data will be collected. Confirmatory factor analysis will be used to examine the constructs validity and hierarchical linear regression analyses will be used to examine criterion related validity. Limitations, practical implications and potential theoretical suggestions of the study’s findings will be discussed. | en_US |
| dc.language.iso | en_US | - |
| dc.relation (關聯) | 基礎研究 | en_US |
| dc.relation (關聯) | 學術補助 | en_US |
| dc.relation (關聯) | 研究期間:9908~ 10007 | en_US |
| dc.relation (關聯) | 研究經費:925仟元 | en_US |
| dc.subject (關鍵詞) | 管理科學;工作場所;關係認同量表 | en_US |
| dc.title (題名) | 工作場所中關係認同量表之發展 | zh_TW |
| dc.title.alternative (其他題名) | Relational Identification in the Workplace--- A Scale Development Study | en_US |
| dc.type (資料類型) | report | en |
