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    题名: 員工內捲：概念建構與量表發展
    Employee Involution: Construct Clarification and Scale Development
    作者: 程晟
    Cheng, Sheng
    贡献者: 郭建志
    Kuo, Chien-Chih
    程晟
    Cheng, Sheng
    关键词: 員工內捲
    理論及概念建構
    量表發展
    Employee involution
    Construct clarification
    Scale development
    日期: 2022
    上传时间: 2022-08-01 18:10:23 (UTC+8)
    摘要: 本研究提出了一個全新的職場行為概念——「員工內捲行為」。本研究根據過往社會學及農業學的內捲理論概念，將內捲引入職場領域之中，並且定義內捲行為是指個體在組織中進行效益不高的個人資源投入之行為。此外，本研究還將員工內捲行為界定為兩種形式：1）精進型內捲，係指員工在工作角色內主動進行效益不高的個人資源投入之行為；2）加班型內捲，係指員工利用超時工作的方式進行效益不高的個人資源投入之行為。
    本研究共分為兩個主要的研究。由於員工內捲行為並沒有相關的測量量表，因此研究一立志於發展一個員工內捲行為的測量工具。研究一共收集了三個獨立樣本，以探索性因素分析、驗證性因素分析及區辨效度檢驗等方式成功發展了員工內捲行為之量表。
    研究二主要探討了員工內捲的結果及成因。本研究驗證了助人行為動機、工作耗竭及職家衝突為內捲行為之結果，高績效期望、工作不安全感及感知人際競爭為內捲行為之成因。結果表明，員工精進型內捲會促進其助人行為動機並降低其工作耗竭感。相反，加班型內捲會降低其助人行為動機並增加其工作耗竭感及職家衝突。此外，本研究也證實了高績效期望會促進員工精進型內捲，工作不安全感及感知人際競爭會促進員工加班型內捲。本研究亦構建了個整體模型，即建構了員工內捲行為的中介模型，並以個人知覺理論及資源保存理論解釋了員工內捲行為在前因與結果中的機制。
    The current study proposes the new conceptualization of “employee involution”. In this research, we conducted two studies to demonstrate and identify the phenomenon of employee involution. Detailly, we introduce the origins of involution by reviewing four main representative philosophies, perspectives, and theory about the history of the term “involution”. Then, in study 1, we follow the main idea of involution, develop a new concept of employee involution and its measurement. The results showed that employee involution can divided into two components: progressive involution and overtime involution. The progressive involution means employees put more effort on complicating or refining work-related task within their work time, which is process oriented. The overtime involution means employees spend extra time and effort more time to do the unnecessary work beyond their work time, such as unnecessary work overtime. We also provide an empirical study to test the validity and reliability of our measurement in study 1. In study 2, we tried to identify the antecedents (high performance expectation, perceived job insecurity and perceived interpersonal competition) and consequences (helping behavior intention, work-related burnout, and work-family conflict) of employee involution. Moreover, we developed an integrative model of employee involution to examine the mechanism of employee involution. The discussion of research implication, limitation, and future direction are also provided.
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    描述: 博士
    國立政治大學
    心理學系
    106752503
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0106752503
    数据类型: thesis
    DOI: 10.6814/NCCU202200711
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