臺灣博碩士論文加值系統

經濟環境和社會的轉變，讓雇主與員工間的心理契約產生改變，即組織不再提供長期、穩定的契約關係，員工也更重視自我成長與心理的成功。而具備多變職涯態度傾向的員工，因為擁有驅動自我持續學習與成長的能力，因此可能會採取正向的因應方式，以適應外在的變化，來達到個人在生活與工作的滿足感受。因此，本研究目的是在探討多變職涯態度對主動因應與員工幸福感(工作滿意度、工作相關的焦慮-滿足)之間的關係，並進一步檢驗主動因應在多變職涯態度與員工幸福感間的中介效果。
本研究以在職員工為研究對象，透過問卷調查方式收集所需的資料，共計發出435份問卷，回收有效問卷共372份，有效回收率為85%，經迴歸分析後，實證研究結果如下：
一、 多變職涯態度對工作滿意度具有正向影響
二、 多變職涯態度對主動因應具有正向影響
三、 主動因應對工作滿意度具有正向影響
四、 主動因應對工作相關的焦慮-滿足具有正向影響
五、 主動因應在多變職涯態度與工作滿意度之間具有中介效果

Due to the change of economic environment and social condition, the psychological contract between employers and employees change. The organization doesn't provide long-term and stable contracts, and employees value self-growth and psychological success. Employees with protean career attitude have abilities of driving self learning and growth, hence, they may use positive coping strategies to adapt external environment, and achieve life and work satisfaction. Therefore, the purpose of the study is to explore the relationship of protean career attitude and employee well-being (job satisfaction and job-related anxiety-contentment). Furthermore, the study examines the mediating effects of proactive coping on the relationship of protean career attitude and employee well-being.
The sample of the study were employees in Taiwan, and data were collected through questionnaires. A total of 435 questionnaires were distributed, 372 valid questionnaires return. The valid return rate is 85%. Through regression analysis, the results are as following:
1. Protean career attitude has a positive effect on job satisfaction.
2. Protean career attitude has a positive effect on proactive coping.
3. Proactive coping has a positive effect on job satisfaction.
4. Proactive coping has a positive effect on job-related anxiety-contentment.
5. Proactive coping has a mediation effect in the relationship of protean career attitude and job satisfaction.

目錄
摘要 i
Abstract ii
謝誌 iii
目錄 iv
表目錄 v
圖目錄 vi
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究流程 6
第二章 文獻探討 8
第一節 多變職涯態度 8
第二節 主動因應 17
第三節 員工幸福感 31
第四節 各研究變項之關係 42
第三章 研究方法 46
第一節 研究架構 46
第二節 研究假設 47
第三節 研究變項之操作性定義與衡量工具 48
第四節 研究對象選擇與資料收集過程 53
第五節 資料分析方法 54
第四章 實證分析 58
第一節 樣本描述性統計分析 58
第二節 量表之信度分析 61
第三節 相關分析 65
第四節 迴歸分析 68
第五節 中介分析 73
第六節 研究假設檢定結果 75
第五章 結論與建議 76
第一節 研究結論 76
第二節 學術與管理意涵 79
第三節 實務建議 81
第四節 研究限制與未來研究建議 84
參考文獻 87
一、中文部分 87
二、英文部分 89

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