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    题名: 從社會認定理論探討員工正向心理資本之前因與後果
    Exploring Antecedents and Consequences of Employee Positive Psychological Capital Based on the Perspective of Social Identity Theory
    作者: 陳信宏
    Chen, Forrence Hsinhung
    贡献者: 蔡維奇
    Tsai, Wei-Chi
    陳信宏
    Chen, Forrence Hsinhung
    关键词: 社會認定理論
    員工正向心理資本
    Social identity theory
    Positive psychological capital (PsyCap)
    日期: 2017
    上传时间: 2017-08-10 09:39:08 (UTC+8)
    摘要: 本研究以社會認定理論(social identity theory, Tajfel, 1978)為基礎，員工正向心理資本(positive psychological capital, PsyCap, Luthans, 2002a)為核心構念，欲探討：(1)員工對組織的認同感、員工對職業的認同感、以及主管之僕人領導行為，對員工正向心理資本的影響；(2)員工的正向心理資本對其角色內工作表現、角色外助人行為、角色外建言行為、以及其主觀幸福感的影響；(3)員工正向心理資本是否扮演其前置因素與後果變項間的中介角色。本研究採兩階段對偶配對問卷，針對組織裡員工-直屬主管為研究對象，採階層迴歸模式驗證研究假設。研究結果顯示：(1)員工對組織認同感越高，其正向心理資本越高；(2)員工對職業認同感越高，其正向心理資本越高；(3)主管展現越多僕人領導相關行為，員工的正向心理資本也越高；(4)員工正向心理資本越高，也展現越多角色內工作行為；(5) 員工正向心理資本越高，也展現越多角色內建言行為；(6)員工正向心理資本越高，其主觀幸福感也越高；(7)員工正向心理資本會中介員工職業認同與其主觀幸福感之間的關係；(8)員工正向心理資本會中介主管僕人領導與員工主觀幸福感之間的關係。本研究根基過往研究成果，從員工正向心理資本的前因著手，提供後續研究者更為完整的理論構念，並藉此提供實務管理者，從不同層面強化員工正向心理資本，對組織運作與員工福祉產生正面影響。
    Based on Social Identity Theory (Tajfel, 1978), the study aimed to investigate the antecedents and consequences of the core construct of Positive Psychological Capital (PsyCap, Luthans, 2002a), and answered the following questions: (1) The influences of employee’s organizational identification, employee’s career identification, and leader’s servant leadership on employee’s PsyCap; (2) The influences of employee’s PsyCap on employee’s in-role job performance, extra-role helping behaviors, extra-role voice behaviors, and employee’s subjective well-being; (3) The role of PsyCap among these relationships between these antecedents and consequences. The study surveyed employee-supervisor dyads and used the hierarchical regression analyses to test the hypotheses. The research findings revealed that: (1) Employee’s organizational identification was positive related to employee’s PsyCap; (2)Employee’s career identification was positive related to employee’s PsyCap; (3)Leader’s servant leadership was positive related to employee’s PsyCap; (4)Employee’s PsyCap was positive related to employee’s in-role job performance; (5)Employee’s PsyCap was positive related to employee’s extra-role voice behaviors; (6) Employee’s PsyCap was positive related to employee’s subjective well-being; (7)
    Employee’s PsyCap mediated the relationship between employee’s career identification and employee’s subjective well-being; (8) Employee’s PsyCap mediated the relationship between leader’s servant leadership and employee’s subjective well-being.
    This study based on previous research findings to explore the antecedents and consequences of employee positive psychological capital. The findings provide not only further understanding the core concept of positive psychological capital, but also has practical implication for managers by identifying ways to strengthen employee’s positive psychological state and to improve employee job performances.
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    描述: 博士
    國立政治大學
    企業管理學系
    97355503
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    数据类型: thesis
    显示于类别:[企業管理學系] 學位論文

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