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題名 工作要求－資源模式的效度考驗－以台灣企業員工為 例
The Validation of Job Demands-Resources model- A case study of Taiwanese employees
作者 簡嘉貞
Chien, Jia Jen
貢獻者 許文耀
Hsu, Wen Yao
簡嘉貞
Chien, Jia Jen
關鍵詞 工作要求－資源模型
個人資源
投入
耗竭
表現
Job Demands-Resources Model
Personal resources
Engagement
Exhaustion
Performance
日期 2014
上傳時間 1-Jul-2015 15:07:17 (UTC+8)
摘要 工作要求－資源模型(JD-R model)為近年來受歡迎的工作壓力模型，並強調能適用進各工作場域，但多是以歐洲的員工為樣本來檢驗假設，故本研究以台灣企業員工為樣本，檢驗JD-R model，並釐清個人資源在模型中扮演的角色。以279 個台灣企業員工為樣本檢驗工作特徵、員工心理福祉、與表現的關係，並討論個人資源的角色。以階層迴歸分析檢驗的結果支持工作要求與工作資源能分別預測耗竭與投入，但兩者並無交互作用關係；又表現可由投入的程度來預測，耗竭對員工表現則無影響；除此之外，本研究亦發現個人資源對投入及角色內、角色外表現有直接效果、且與工作要求有交互作用關係。這些結果顯示以台灣員工檢驗JD-R model 時，無法完全支持其假設，但也發現個人資源在檢驗員工心理福祉的程度時有其作用及重要性。未來的研究可著重在討論文化因素是否造成差異。
Job Demands-Resources Model (JD-R model) is a popular work-stress related model that claims can be adapted into all-kinds of work environment, but tested mostly with
European employees. The current research intended to test the basic hypotheses of JD-R model with Taiwanese employees and to clarify the role of personal resources in the model. 279 Taiwanese employees are included in the tested sample to examine the relationship between job characteristics, employees’ well-being, and performance, and also have a discussion about the role of personal resources. The results of hierarchical regression analysis supported that job demands and job resources can predict exhaustion and engagement respectively. However, there is no interaction effect between job demands and job resources were found. Moreover, performance can be
predicted by engagement, while exhaustion can’t. Besides, the present research found that personal resources have direct effects on engagement, in-role performance,
out-role performance, and an interaction effect with job demands on exhaustion. These findings revealed that the basic hypotheses cannot be fully supported when tested with Taiwanese employees, but also indicated the effect and importance of personal resources while examine employees’ well being. Future research should focus more on the cultural factors to clarify whether culture do make differences.
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描述 碩士
國立政治大學
輔導與諮商碩士學位學程(MPCG)
101172002
103
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0101172002
資料類型 thesis
dc.contributor.advisor 許文耀zh_TW
dc.contributor.advisor Hsu, Wen Yaoen_US
dc.contributor.author (Authors) 簡嘉貞zh_TW
dc.contributor.author (Authors) Chien, Jia Jenen_US
dc.creator (作者) 簡嘉貞zh_TW
dc.creator (作者) Chien, Jia Jenen_US
dc.date (日期) 2014en_US
dc.date.accessioned 1-Jul-2015 15:07:17 (UTC+8)-
dc.date.available 1-Jul-2015 15:07:17 (UTC+8)-
dc.date.issued (上傳時間) 1-Jul-2015 15:07:17 (UTC+8)-
dc.identifier (Other Identifiers) G0101172002en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/76274-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 輔導與諮商碩士學位學程(MPCG)zh_TW
dc.description (描述) 101172002zh_TW
dc.description (描述) 103zh_TW
dc.description.abstract (摘要) 工作要求－資源模型(JD-R model)為近年來受歡迎的工作壓力模型，並強調能適用進各工作場域，但多是以歐洲的員工為樣本來檢驗假設，故本研究以台灣企業員工為樣本，檢驗JD-R model，並釐清個人資源在模型中扮演的角色。以279 個台灣企業員工為樣本檢驗工作特徵、員工心理福祉、與表現的關係，並討論個人資源的角色。以階層迴歸分析檢驗的結果支持工作要求與工作資源能分別預測耗竭與投入，但兩者並無交互作用關係；又表現可由投入的程度來預測，耗竭對員工表現則無影響；除此之外，本研究亦發現個人資源對投入及角色內、角色外表現有直接效果、且與工作要求有交互作用關係。這些結果顯示以台灣員工檢驗JD-R model 時，無法完全支持其假設，但也發現個人資源在檢驗員工心理福祉的程度時有其作用及重要性。未來的研究可著重在討論文化因素是否造成差異。zh_TW
dc.description.abstract (摘要) Job Demands-Resources Model (JD-R model) is a popular work-stress related model that claims can be adapted into all-kinds of work environment, but tested mostly with
European employees. The current research intended to test the basic hypotheses of JD-R model with Taiwanese employees and to clarify the role of personal resources in the model. 279 Taiwanese employees are included in the tested sample to examine the relationship between job characteristics, employees’ well-being, and performance, and also have a discussion about the role of personal resources. The results of hierarchical regression analysis supported that job demands and job resources can predict exhaustion and engagement respectively. However, there is no interaction effect between job demands and job resources were found. Moreover, performance can be
predicted by engagement, while exhaustion can’t. Besides, the present research found that personal resources have direct effects on engagement, in-role performance,
out-role performance, and an interaction effect with job demands on exhaustion. These findings revealed that the basic hypotheses cannot be fully supported when tested with Taiwanese employees, but also indicated the effect and importance of personal resources while examine employees’ well being. Future research should focus more on the cultural factors to clarify whether culture do make differences.		en_US
dc.description.tableofcontents 摘要 I
Abstract II
目次 III
表次 IV
圖次 V
第一章 緒論 1
第一節 研究背景、動機與目的 1
第二節 名詞解釋 6
第二章 文獻探究 8
第一節 工作壓力相關模型與工作要求－資源模型 8
第二節 個人資源的角色 26
第三節 研究問題與假設 33
第三章 研究方法 36
第一節 研究對象 36
第二節 研究程序 37
第三節 研究工具 38
第四節 資料分析 46
第四章 研究結果 49
第一節 描述統計與相關分析 49
第二節 階層迴歸分析 53
第五章 結果與討論 72
第一節 控制變項之影響 72
第二節 階層迴歸分析檢驗 73
第三節 研究貢獻與限制 88
參考文獻 90
附錄 99		zh_TW
dc.format.extent 1198939 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0101172002en_US
dc.subject (關鍵詞) 工作要求－資源模型zh_TW
dc.subject (關鍵詞) 個人資源zh_TW
dc.subject (關鍵詞) 投入zh_TW
dc.subject (關鍵詞) 耗竭zh_TW
dc.subject (關鍵詞) 表現zh_TW
dc.subject (關鍵詞) Job Demands-Resources Modelen_US
dc.subject (關鍵詞) Personal resourcesen_US
dc.subject (關鍵詞) Engagementen_US
dc.subject (關鍵詞) Exhaustionen_US
dc.subject (關鍵詞) Performanceen_US
dc.title (題名) 工作要求－資源模式的效度考驗－以台灣企業員工為 例zh_TW
dc.title (題名) The Validation of Job Demands-Resources model- A case study of Taiwanese employeesen_US
dc.type (資料類型) thesisen
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