English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 113303/144284 (79%)
Visitors : 50801481      Online Users : 641
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    政大機構典藏 > 理學院 > 心理學系 > 學位論文 >  Item 140.119/116777
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/116777


    Title: 說與不說的背後真相?未來時間觀對調節焦點、意見表達行為之影響:知覺心理安全氛圍之調節效果
    The Truth Behind Voice and Silence? The Influence of Future Time Perspective on Regulatory Focus and Opinion Expression Behavior: The Moderating Effect of Perceived Psychological Safety Climate
    Authors: 黃上銘
    Huang, Shang Ming
    Contributors: 林姿葶
    黃上銘
    Huang, Shang Ming
    Keywords: 未來時間觀
    社會情緒選擇理論
    知覺心理安全氛圍
    意見表達行為
    調節焦點
    Future time perspective
    Socioemotional selectivity theory
    Perceived psychological safety climate
    Opinion expression behavior
    Regulatory focus
    Date: 2018
    Issue Date: 2018-04-09 15:49:23 (UTC+8)
    Abstract: 在全球化的背景下,企業間的競爭變得愈加劇烈,需要員工提供寶貴的意見想法,方能幫助組織成長與發展,因此瞭解員工說與不說的背後原因,便顯得更加重要。本研究以社會情緒選擇理論(socioemotional selectivity theory, SST)理論為基礎,並以兩種未來時間觀:開放式未來時間觀(open-ended future time perspective)與限制式未來時間觀(limited future time perspective)分類方式進行探討,期望進一步瞭解其對兩種員工意見表達行為:建言行為(voice behavior)與沉默行為(silence behavior)的影響效果,以及兩種調節焦點:促進性焦點(promotion focus)、預防性焦點(prevention focus)在其中所扮演的中介角色。同時,本研究探討知覺心理安全氛圍(perceived psychological safety climate)對未來時間觀與意見表達行為間關係的調節效果。本研究採問卷調查法施測,共蒐集249對員工-同事對偶樣本。研究結果顯示:(一)開放式未來時間觀與促進性建言呈顯著正相關;開放式未來時間觀與抑制性建言未具有顯著相關;限制式未來時間觀與沉默行為呈顯著正相關;(二)調節焦點並未中介未來時間觀與意見表達行為間之關係;(三)知覺心理安全氛圍並未調節未來時間觀與意見表達行為間關係。最後,針對研究結果,進一步討論理論與實務意涵、研究限制與未來研究方向。
    This study is based on the socioemotional selectivity theory (SST), and has three objectives: First, to assess the effect of future time perspective (open-ended / limited) on opinion expression behavior (voice / silence). Second, to test the mediating role of regulatory focus (promotion / prevention) in the relationship between the future time perspective and the opinion expression behavior. Third, to examine the moderating role of perceived psychological safety climate on the relationship of future time perspective and opinion expression behavior. The results collected of 249 valid dyad (employee-colleague) pair showed that (1) open-ended future time perspective was positively related to promotive voice behavior, but not to prohibitive voice behavior; limited future time perspective was positively related to silence behavior. (2) regulatory focus did not mediate the relationship between future time perspective and opinion expression behavior. (3) no support was found for the expected moderating role of perceived psychological safety climate in the future time perspective—opinion expression behavior relationship. Finally, the study’s implications for theory and practice are discussed, its limitations are identified, and directions for future research are suggested.
    Reference: 周麗芳、任金剛、林守紀(2013)。轉型領導與建言行為:文化價值觀的關鍵角色。組織與管理,6(2),115-159。
    Argote, L., & Ingram, P. (2000). Knowledge transfer: A basis for competitive advantage in firms. Organizational Behavior and Human Decision Processes, 82(1), 150-169.
    Argyris, C. (1977). Double loop learning in organizations: New forms for turbulent environments. Journal of Marketing, 55(5), 77-93.
    Argyris, C., & Schon, D. (1978). Organizational learning: A theory of action approach. Reading, MA: Addision Wesley.
    Ashford, S. J., & Barton, M. (2007). Identity-based issue selling. In C. Bartel, S. Blader, & A. Wrzesniewski (Eds.), Identity and the modern organization (pp. 223–244). Mahwah, NJ, US: Lawrence Erlbaum Associates Publishers.
    Athanassiades, J. C. (1973). The distortion of upward communication in hierarchical organizations. Academy of Management Journal, 16(2), 207-226.
    Baer, M., & Frese, M. (2003). Innovation is not enough: Climates for initiative and psychological safety, process innovations, and firm performance. Journal of Organizational Behavior, 24(1), 45-68.
    Bagozzi, R. P., & Heatherton, T. F. (1994). A general approach to representing multifaceted personality constructs: Application to state self‐esteem. Structural Equation Modeling: A Multidisciplinary Journal, 1(1), 35-67.
    Baltes, B. B., Bauer, C. C., Bajdo, L. M., & Parker, C. P. (2002). The use of multitrait–multimethod data for detecting nonlinear relationships: The case of psychological climate and job satisfaction. Journal of Business and Psychology, 17(1), 3-17.
    Bandura, A. (1978). The self system in reciprocal determinism. American Psychologist, 33(4), 344-358.
    Baumgartner, H., & Homburg, C. (1996). Applications of structural equation modeling in marketing and consumer research: A review. International journal of Research in Marketing, 13(2), 139-161.
    Bogosian, R. (2011). Engaging Organizational Voice: A Phenomenological Study of Employees` Lived Experiences of Silence in Work Group Settings (Doctoral dissertation, The George Washington University).
    Botero, I. C., & Van Dyne, L. (2009). Employee voice behavior: Interactive effects of LMX and power distance in the United States and Colombia. Management Communication Quarterly, 23(1), 84-104.
    Bowen, F., & Blackmon, K. (2003). Spirals of silence: The dynamic effects of diversity on organizational voice. Journal of Management Studies, 40(6), 1393-1417.
    Brinsfield, C. T., Edwards, M. S., & Greenberg, J. (2009). Voice and silence in organizations: Historical review and current conceptualizations. Voice and Silence in Organizations, 1, 3-33.
    Brockner, J., & Higgins, E. T. (2001). Regulatory focus theory: Implications for the study of emotions at work. Organizational Behavior and Human Decision Processes, 86(1), 35-66.
    Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of Applied Psychology, 81(4), 358-368.
    Burns, J. M. (1978). Leadership. New York: Harper & Row.
    Burris, E. R., Detert, J. R., & Chiaburu, D. S. (2008). Quitting before leaving: the mediating effects of psychological attachment and detachment on voice. Journal of Applied Psychology, 93(4), 912-922.
    Burris, E. R., Detert, J. R., & Romney, A. C. (2013). Speaking up vs. being heard: The disagreement around and outcomes of employee voice. Organization Science, 24(1), 22-38.
    Carmeli, A., Brueller, D., & Dutton, J. E. (2009). Learning behaviours in the workplace: The role of high‐quality interpersonal relationships and psychological safety. Systems Research and Behavioral Science, 26(1), 81-98.
    Carmeli, A., & Gittell, J. H. (2009). High-quality relationships, psychological safety, and learning from failures in work organizations. Journal of Organizational Behavior, 30, 709-729.
    Carstensen, L. L. (2006). The influence of a sense of time on human development. Science, 312(5782), 1913-1915.
    Carstensen, L. L., & Fredrickson, B. F. (1998). Socioemotional selectivity in healthy older people and younger people living with the human immunodeficiency virus: The centrality of emotion when the future is constrained. Health Psychology, 17(6), 494-503.
    Carstensen, L. L., Isaacowitz, D. M., & Charles, S. T. (1999). Taking time seriously: A theory of socioemotional selectivity. American Psychologist, 54(3), 165-181.
    Carstensen, L. L., & Lang, F. R. (1996). Future time perspective scale. Unpublished manuscript, Stanford University.
    Cate, R. A., & John, O. P. (2007). Testing models of the structure and development of future time perspective: maintaining a focus on opportunities in middle age. Psychology and Aging, 22(1), 186-201.
    Chen, A. S. Y., & Hou, Y. H. (2016). The effects of ethical leadership, voice behavior and climates for innovation on creativity: A moderated mediation examination. The Leadership Quarterly, 27(1), 1-13.
    Chiaburu, D. S., Marinova, S. V., & Van Dyne, L. (2008). Should I do it or not? An initial model of cognitive processes predicting voice behaviors. Academy of Management Proceedings, 1, 1-6.
    Claessens, B. J., Van Eerde, W., Rutte, C. G., & Roe, R. A. (2007). A review of the time management literature. Personnel Review, 36(2), 255-276.
    Cozzolino, P. J., Sheldon, K. M., Schachtman, T. R., & Meyers, L. S. (2009). Limited time perspective, values, and greed: Imagining a limited future reduces avarice in extrinsic people. Journal of Research in Personality, 43(3), 399-408.
    Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900.
    Crowe, E., & Higgins, E. T. (1997). Regulatory focus and strategic inclinations: Promotion and prevention in decision-making. Organizational Behavior and Human Decision Processes, 69(2), 117-132.
    De Vellis, R. F., & Dancer, L. S. (1991). Scale development: theory and applications. Journal of Educational Measurement, 31(1), 79-82.
    Detert, J. R., & Burris, E. R. (2007). Leadership behavior and employee voice: Is the door really open?. Academy of Management Journal, 50(4), 869-884.
    Detert, J. R., Burris, E. R., Harrison, D. A., & Martin, S. R. (2013). Voice flows to and around leaders: Understanding when units are helped or hurt by employee voice. Administrative Science Quarterly, 58(4), 624-668.
    Detert, J. R., & Edmondson, A. C. (2011). Implicit voice theories: Taken-for-granted rules of self-censorship at work. Academy of Management Journal, 54(3), 461-488.
    Dooley, R. S., & Fryxell, G. E. (1999). Attaining decision quality and commitment from dissent: The moderating effects of loyalty and competence in strategic decision-making teams. Academy of Management Journal, 42(4), 389-402.
    Duan, J., Lam, W., Chen, Z., & Zhong, J. A. (2010). Leadership justice, negative organizational behaviors, and the mediating effect of affective commitment. Social Behavior and Personality: An International Journal, 38(9), 1287-1296.
    Dutton, J. E., & Ashford, S. J. (1993). Selling issues to top management. Academy of Management Review, 18(3), 397-428.
    Dyne, L. V., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40(6), 1359-1392.
    Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383.
    Edmondson, A. C. (2003). Speaking up in the operating room: How team leaders promote learning in interdisciplinary action teams. Journal of Management Studies, 40(6), 1419-1452.
    Edwards, J. R., & Lambert, L. S. (2007). Methods for integrating moderation and mediation: a general analytical framework using moderated path analysis. Psychological Methods, 12(1), 1-22.
    Farndale, E., Van Ruiten, J., Kelliher, C., & Hope‐Hailey, V. (2011). The influence of perceived employee voice on organizational commitment: An exchange perspective. Human Resource Management, 50(1), 113-129.
    Farrell, D. (1983). Exit, voice, loyalty, and neglect as responses to job dissatisfaction: A multidimensional scaling study. Academy of Management Journal, 26(4), 596-607.
    Farrell, D., & Rusbult, C. E. (1992). Exploring the exit, voice, loyalty, and neglect typology: The influence of job satisfaction, quality of alternatives, and investment size. Employee Responsibilities and Rights Journal, 5(3), 201-218.
    Frank, L. K. (1939). Time perspectives. Journal of Social Philosophy, 4, 293-312.
    Frazier, M. L., & Bowler, W. M. (2015). Voice climate, supervisor undermining, and work outcomes: A group-level examination. Journal of Management, 41(3), 841-863.
    Frese, M., Teng, E., & Wijnen, C. J. (1999). Helping to improve suggestion systems: Predictors of making suggestions in companies. Journal of Organizational Behavior, 20, 1139-1155.
    Fung, H. H., Carstensen, L. L., & Lutz, A. M. (1999). Influence of time on social preferences: implications for life-span development. Psychology and Aging, 14(4), 595-604.
    Gagné, M., & Bhave, D. (2011). Autonomy in the workplace: An essential ingredient to employee engagement and well-being in every culture. In Human Autonomy in Cross-Cultural Context, 163-187. Springer Netherlands.
    Gao, L., Janssen, O., & Shi, K. (2011). Leader trust and employee voice: The moderating role of empowering leader behaviors. The Leadership Quarterly, 22(4), 787-798.
    Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219-247.
    Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3-34.
    Grant, A. M., Parker, S., & Collins, C. (2009). Getting credit for proactive behavior: Supervisor reactions depend on what you value and how you feel. Personnel Psychology, 62(1), 31-55.
    Heshizer, B. P., Martin, H. J., & Wiener, Y. (1991). Normative commitment and instrumental attachment as intervening variables in the prediction of union participation. The Journal of Applied Behavioral Science, 27(4), 532-549.
    Higgins, E. T. (1987). Self-discrepancy: a theory relating self and affect. Psychological Review, 94(3), 319.
    Higgins, E. T. (1997). Beyond pleasure and pain. American Psychologist, 52(12), 1280-1300.
    Higgins, E. T. (1998). Promotion and prevention: Regulatory focus as a motivational principle. Advances in Experimental Social Psychology, 30, 1-46.
    Hirschman, A. O. (1970). Exit, voice, and loyalty: Responses to decline in firms, organizations, and states. Cambridge, MA: Harvard university press.
    Hsiung, H. H. (2012). Authentic leadership and employee voice behavior: A multi-level psychological process. Journal of Business Ethics, 107(3), 349-361.
    Hu, L. T., & Bentler, P. M. (1995). Evaluating model fit. In R. H. Hoyle (Ed), Structural equation modeling: Concepts, Issues, and Applications (pp. 76-99). Thousand Oaks, CA: Sage.
    Huang, X., Vliert, E. V. D., & Vegt, G. V. D. (2005). Breaking the silence culture: Stimulation of participation and employee opinion withholding cross‐nationally. Management and Organization Review, 1(3), 459-482.
    Johannesen, R. L. (1974). The functions of silence: A plea for communication research. Western Journal of Communication (includes Communication Reports), 38(1), 25-35.
    Jones, A. P., & James, L. R. (1979). Psychological climate: Dimensions and relationships of individual and aggregated work environment perceptions. Organizational Behavior and Human Performance, 23(2), 201-250.
    Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
    Keltner, D., Gruenfeld, D. H., & Anderson, C. (2003). Power, approach, and inhibition. Psychological Review, 110(2), 265-284.
    Kish-Gephart, J. J., Detert, J. R., Treviño, L. K., & Edmondson, A. C. (2009). Silenced by fear:: The nature, sources, and consequences of fear at work. Research in Organizational Behavior, 29, 163-193.
    Kooij, D. T., Bal, P. M., & Kanfer, R. (2014). Future time perspective and promotion focus as determinants of intraindividual change in work motivation. Psychology and Aging, 29(2), 319-328.
    Kooij, D. T., de Lange, A. H., Jansen, P. G., & Dikkers, J. S. (2013). Beyond chronological age. Examining perceived future time and subjective health as age-related mediators in relation to work-related motivations and well-being. Work and Stress, 27(1), 88-105.
    Kooij, D. T., Tims, M., & Akkermans, J. (2017). The influence of future time perspective on work engagement and job performance: the role of job crafting. European Journal of Work and Organizational Psychology, 26(1), 4-15.
    Lakoff, G., & Johnson, M. (1980). Metaphors we live by. Chicago, IL: University of Chicago Press.
    Lam, C. F., & Mayer, D. M. (2014). When do employees speak up for their customers? A model of voice in a customer service context. Personnel Psychology, 67(3), 637-666.
    Lang, F. R., & Carstensen, L. L. (2002). Time counts: future time perspective, goals, and social relationships. Psychology and Aging, 17(1), 125-139.
    LePine, J. A., & Van Dyne, L. (1998). Predicting voice behavior in work groups. Journal of Applied Psychology, 83(6), 853-868.
    Lewin, K. (1935). A Dynamica Theory of Personality: Selected Papers. McGraw-Hill.
    Liang, J., Farh, C. I., & Farh, J. L. (2012). Psychological antecedents of promotive and prohibitive voice: A two-wave examination. Academy of Management Journal, 55(1), 71-92.
    Lin, S. H. J., & Johnson, R. E. (2015). A suggestion to improve a day keeps your depletion away: Examining promotive and prohibitive voice behaviors within a regulatory focus and ego depletion framework. Journal of Applied Psychology, 100(5), 1381-1397.
    Little, T. D., Cunningham, W. A., Shahar, G., & Widaman, K. F. (2002). To parcel or not to parcel: Exploring the question, weighing the merits. Structural Equation Modeling, 9(2), 151-173.
    Liu, W., Zhu, R., & Yang, Y. (2010). I warn you because I like you: Voice behavior, employee identifications, and transformational leadership. The Leadership Quarterly, 21(1), 189-202.
    Mather, M., & Carstensen, L. L. (2005). Aging and motivated cognition: The positivity effect in attention and memory. Trends in Cognitive Sciences, 9(10), 496-502.
    Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003). An exploratory study of employee silence: Issues that employees don’t communicate upward and why. Journal of Management Studies, 40(6), 1453-1476.
    Morrison, E. W. (2011). Employee voice behavior: Integration and directions for future research. Academy of Management Annals, 5(1), 373-412.
    Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706-725.
    Nemeth, C. J. (1985). Dissent, group process, and creativity: The contribution of minority influence. Advances in Group Processes, 2(1), 57-75.
    Neubert, M. J., Kacmar, K. M., Carlson, D. S., Chonko, L. B., & Roberts, J. A. (2008). Regulatory focus as a mediator of the influence of initiating structure and servant leadership on employee behavior. Journal of Applied Psychology, 93(6), 1220-1233.
    Ng, T. W., & Feldman, D. C. (2012). Employee voice behavior: A meta‐analytic test of the conservation of resources framework. Journal of Organizational Behavior, 33(2), 216-234.
    Noelle‐Neumann, E. (1974). The spiral of silence a theory of public opinion. Journal of Communication, 24(2), 43-51.
    Nunnally, J. (1978). Psychometric methods. New York: McGraw-Hill.
    Parker, L. E. (1993). When to fix it and when to leave: Relationships among perceived control, self-efficacy, dissent, and exit. Journal of Applied Psychology, 78(6), 949-959.
    Park, I. J., & Jung, H. (2015). Relationships among future time perspective, career and organizational commitment, occupational self-efficacy, and turnover intention. Social Behavior and Personality: an International Journal, 43(9), 1547-1561.
    Pinder, C. C., & Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. In Research in Personnel and Human Resources Management (pp. 331-369). Emerald Group Publishing Limited.
    Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
    Premeaux, S. F., & Bedeian, A. G. (2003). Breaking the silence: The moderating effects of self‐monitoring in predicting speaking up in the workplace. Journal of Management Studies, 40(6), 1537-1562.
    Rabinovich, A., Morton, T., & Postmes, T. (2010). Time perspective and attitude‐behaviour consistency in future‐oriented behaviours. British Journal of Social Psychology, 49(1), 69-89.
    Roberts, K. H., & O`Reilly, C. A. (1974). Failures in upward communication in organizations: Three possible culprits. Academy of Management Journal, 17(2), 205-215.
    Rosen, S., & Tesser, A. (1970). On reluctance to communicate undesirable information: The MUM effect. Sociometry, 33(3), 253-263.
    Rusbult, C. E., Farrell, D., Rogers, G., & Mainous, A. G. (1988). Impact of exchange variables on exit, voice, loyalty, and neglect: An integrative model of responses to declining job satisfaction. Academy of Management Journal, 31(3), 599-627.
    Ryan, K. D., & Oestreich, D. K. (1991). Driving fear out of the workplace: How to overcome the invisible barriers to quality, productivity, and innovation., San Francisco: Jossey-Bass.
    Schein, E. H., & Bennis, W. (1965). Personal and organizational change via group methods. New York: Wiley.
    Schwartz, J., & Wald, M. L. (2003). Smart people working collectively can be dumber than the sum of their brains: groupthink is 30 years old, and still going strong. New York Times, March, 9.
    Scott, R. L. (1993). Dialectical tensions of speaking and silence. The Quarterly Journal of Speech, 79, 1-18.
    Shah, J., & Higgins, E. T. (2001). Regulatory concerns and appraisal efficiency: The general impact of promotion and prevention. Journal of Personality and Social Psychology, 80(5), 693-705.
    Staw, B. M. (1975). Attribution of the “causes” of performance: A general alternative interpretation of cross-sectional research on organizations. Organizational Behavior and Human Performance, 13(3), 414-432.
    Steel, P., & König, C. J. (2006). Integrating theories of motivation. Academy of Management Review, 31(4), 889-913.
    Strauss, K., Griffin, M. A., & Parker, S. K. (2012). Future work selves: how salient hoped-for identities motivate proactive career behaviors. Journal of Applied Psychology, 97(3), 580-598.
    Takeuchi, R., Chen, Z., & Cheung, S. Y. (2012). Applying uncertainty management theory to employee voice behavior: An integrative investigation. Personnel Psychology, 65(2), 283-323.
    Tangirala, S., & Ramanujam, R. (2012). Ask and you shall hear (but not always): Examining the relationship between manager consultation and employee voice. Personnel Psychology, 65(2), 251-282.
    Tynan, R. (2005). The effects of threat sensitivity and face giving on dyadic psychological safety and upward communication. Journal of Applied Social Psychology, 35(2), 223-247.
    Vakola, M., & Bouradas, D. (2005). Antecedents and consequences of organisational silence: an empirical investigation. Employee Relations, 27(5), 441-458.
    Van Dyne, L., Kamdar, D., & Joireman, J. (2008). In-role perceptions buffer the negative impact of low LMX on helping and enhance the positive impact of high LMX on voice. Journal of Applied Psychology, 93(6), 1195-1207.
    Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108-119.
    Walumbwa, F. O., & Schaubroeck, J. (2009). Leader personality traits and employee voice behavior: mediating roles of ethical leadership and work group psychological safety. Journal of Applied Psychology, 94(5), 1275-1286.
    Wang, Y. D., & Hsieh, H. H. (2013). Organizational ethical climate, perceived organizational support, and employee silence: A cross-level investigation. Human Relations, 66(6), 783-802.
    Weikamp, J. G., & Göritz, A. S. (2016). Organizational citizenship behaviour and job satisfaction: The impact of occupational future time perspective. Human Relations, 69(11), 2091-2115.
    Whiteside, D. B., & Barclay, L. J. (2013). Echoes of silence: Employee silence as a mediator between overall justice and employee outcomes. Journal of Business Ethics, 116(2), 251-266.
    Whiting, S. W., Podsakoff, P. M., & Pierce, J. R. (2008). Effects of task performance, helping, voice, and organizational loyalty on performance appraisal ratings. Journal of Applied Psychology, 93(1), 125-139.
    Withey, M. J., & Cooper, W. H. (1989). Predicting exit, voice, loyalty, and neglect. Administrative Science Quarterly, 34, 521-539.
    Wu, T. Y., & Hu, C. (2009). Abusive supervision and employee emotional exhaustion: Dispositional antecedents and boundaries. Group & Organization Management, 34(2), 143-169.
    Zacher, H., & Frese, M. (2011). Maintaining a focus on opportunities at work: The interplay between age, job complexity, and the use of selection, optimization, and compensation strategies. Journal of Organizational Behavior, 32(2), 291-318.
    Zimbardo, P. G., & Boyd, J. (2008). The time paradox: The new psychology of time that will change your life. New York: Free Press.
    Description: 碩士
    國立政治大學
    心理學系
    105752003
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0105752003
    Data Type: thesis
    Appears in Collections:[心理學系] 學位論文

    Files in This Item:

    File SizeFormat
    200301.pdf1304KbAdobe PDF224View/Open


    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏,無償提供學術研究與公眾教育等公益性使用,惟仍請適度,合理使用本網站之內容,以尊重著作權人之權益。商業上之利用,則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作,已盡力防止侵害著作權人之權益,如仍發現本網站之數位內容有侵害著作權人權益情事者,請權利人通知本網站維護人員(nccur@nccu.edu.tw),維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback