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    题名: 組織關懷與員工結果：組織地位與目標取向之調節中介模式研究
    Organizational Care and Employee Outcomes: a Moderated Mediation Model of Organizational Status and Goal Orientation
    作者: 郭建志
    贡献者: 心理系
    关键词: 組織關懷;心理資本;組織地位;目標取向
    organizational care;psychological capital;organizational status;goal orientation
    日期: 2020-01
    上传时间: 2025-05-13
    摘要: 新近許多組織與管理學者開始提倡職場中關懷對組織管理與效能的重要性，強調組織若能展現關心員工、照顧員工及重視員工貢獻的組織價值與信條，則會帶來正向的員工結果，諸如工作安全感、心理福祉或組織自尊。然而，目前對於組織關懷的作用過程與心理機制，我們仍缺乏足夠的理解知識，用以提供學術界與實務界理論發展與管理介入策略的行動依據。因此，本研究首先回顧護理、教育及管理領域的研究成果，提出組織關懷包含邀請員工、提升員工、增能員工、及鏈結員工的四構面架構，並據此檢驗此構念與員工結果（包括工作疲乏、心理幸福感、工作投入及發展性工作經驗）間的關係。再者，本研究也進一步檢驗心理資本的中介角色及組織地位與目標取向的調節角色。總的來說，本研究目的在探討組織關懷對員工結果的影響效果，並提出可能的中介歷程與環境影響脈絡。
    Many practitioners and academics advocate that the provision of care for employees is important to facilitate organizational effectiveness in the workplace. When organizations concern and care about employees, it produces several positive employee outcomes, such as work safety, wellbeing, and organization-based self-esteem. However, the psychological mechanism of organizational care is understudied. A better understanding of organizational care could help researchers develop related theories and managers provide more adequate interventions. Thus, this study reviews literature in the fields of nursing, education, and management to propose that organizational care is comprised of four constructs including invite, advances, capacitize, and connect. Accordingly, the relationships between organizational care and employee outcomes (e.g., work fatigue, wellbeing, work engagement, and developmental job experience) are investigated. Furthermore, the mediating role of psychological capital and the moderating roles of organizational status and goal orientation are examined. In summary, the aim of this study is to explore the impact of organizational care on employee outcomes and discuss the potential mediating process and environmental context.
    關聯: 科技部, MOST107-2410-H004-105, 107.08-108.07
    数据类型: report
    显示于类别:[心理學系] 國科會研究計畫

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