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| Title: | 社會犬儒主義與工作結果：組織犬儒主義的中介及高績效人力資源系統的調節效果
Social Cynicism and Work Outcomes: The Mediating role of Organizational Cynicism and The Moderating Effect of High Performance Work System |
| Authors: | 謝雅青
Hsieh, Ya-Ching |
| Contributors: | 郭建志
Kuo, Chien-Chih
謝雅青
Hsieh, Ya-Ching |
| Keywords: | 社會犬儒主義
組織犬儒主義
角色內行為
組織公民行為
職場退縮傾向
高績效工作系統
Social cynicism
Organizational cynicism
In-role behavior
Organizational citizenship behavior
Withdrawal intention
High performance work system |
| Date: | 2022 |
| Issue Date: | 2022-08-01 18:11:49 (UTC+8) |
| Abstract: | 社會犬儒主義在愈趨極端的現今社會越來越常見，從美國到亞洲國家，都可以從網路用語、社會現象觀察到個人持有此種態度，但社會犬儒主義對工作結果的影響卻鮮少被討論。過去文獻中，員工工作行為的前置因素多圍繞在組織環境、工作本身或是員工的人格特質等面向，而較宏觀的面向—社會對個人的影響較少被納入討論，因此本研究聚焦於此，欲了解工作者的社會犬儒主義是否會透過其組織犬儒主義，影響員工的角色內行為、組織公民行為與職場退縮傾向等工作結果之指標。再者，此關係對組織來說會帶來負向結果，故本研究亦提出組織能介入減緩此關係的手段，組織採取高績效工作系統，給予員工更多尊重與信任，讓員工更理解組織，以達到減緩的效果。
本研究採問卷調查法，於網路社群平台招募受試者，並分三階段進行測量，最後回收 256 份有效問卷。研究結果顯示，員工的社會犬儒主義與其組織犬儒主義呈現顯著的正向關聯;組織犬儒主義中介於社會犬儒主義與職場退縮傾向間的關係;組織犬儒主義對社會犬儒主義與職場退縮傾向間的中介關係不受到高績效工作系統的調節效果影響。於末，本研究提供研究結果與貢獻的討論，並提出研究限制、未來研究方向。
Social cynicism is becoming more and more common in today`s increasingly extreme society. From the United States to Asian countries, individuals with negative attitude can be observed from internet terminology and social phenomena, however, social cynicism is rarely discussed in the field of work outcomes. The antecedents of employees’ work behavior were mostly centered on the organizational environment, the work itself, or the employee’s personality, while the macro aspect—the impact of society was rarely discussed. Therefore, this study focuses on this missing part, we want to know whether workers` social cynicism will affect employee’s in-role behavior, organizational citizenship behavior, and withdrawal intention. Furthermore, this relationship will bring negative results to the organization, so this study also proposes the means that the organization can intervene. The organization adopts a high- performance work system to give employees more respect and trust, so that employees can better understand the organization in order to achieve a reducing effect.
This study adopts the questionnaire survey method, recruits subjects on the online platform, and conducts the measurement in three stages, and finally collects 256 valid questionnaires. The research results show that employees` social cynicism has a significant positive correlation with organizational cynicism; organizational cynicism mediated the relationship between social cynicism and withdrawal intension. The moderating effect of high-performance work system is not significant. At the end, this study also provides discussion of research findings and contributions, and proposes research limitations and future research directions. |
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| Description: | 碩士
國立政治大學
心理學系
109752016 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0109752016 |
| Data Type: | thesis |
| DOI: | 10.6814/NCCU202200743 |
| Appears in Collections: | [心理學系] 學位論文
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