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研究生:陽佩真
研究生(外文):Yang Pei Chen
論文名稱:主管心理資本、部屬心理資本與團體效能之關係:信任的干擾效果
論文名稱(外文):Relationships among Psychological capital of manager and subordinates, and group effectiveness: The moderating effect of trust in supervisor
指導教授:董玉娟董玉娟引用關係
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2011
畢業學年度:99
語文別:中文
論文頁數:60
中文關鍵詞:正向心理資本直屬主管信任團體效能
外文關鍵詞:Positive Psychological Capitalthe trust of direct leadersgroup effectiveness
相關次數:
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越來越多企業重視員工屬於較內心層面的管理,近期興起的心理資本即是。因為心理資本具備的特質:獨特性、可測量性、可發展性及與績效相關性,所以企業可以藉由一些規劃或設計,來發展員工的心理資本,以提昇其績效,而所謂心理資本即是個體正向的心理狀態,包涵了四個構面:自信、希望、復原力與樂觀,而這些正向的心理狀態,與我們的績效都有習習相關。根據過去文獻顯示,領導者的領導行為對部屬所造成的影響中也包含了情感面的影響,即領導者可透過正面情感或情緒來感染團隊的成員也展現正面情感或情緒。本研究即是探討主管心理資本與部屬心理資本的關係、在對主管的信任程度越高下,會不會提昇主管心理資本對部屬心理資本的影響力,與集體部屬心理資本對團體效能的影響等,而本研究是屬於團體層次的研究。
結果顯示:「直屬主管信任」對於「主管心理資本的樂觀」與「集體部屬心理資本之樂觀」有正向調節效果,即「直屬主管信任」將提昇「主管心理資本之樂觀」對「集體部屬心理資本之樂觀」的感染力,另「部屬心理資本」與「離職傾向」之負向關係亦得到支持,尤其是部屬心理資本的希望與樂觀。而「主管心理資本」、「集體部屬心理資本」對「團體效能」的「主觀團體績效」與「團體凝聚力」之正向關係,沒有得到支持。
More and more enterprises pay attention to the inner side managements of employee, the rising theory of psychological capital is an example. Due to the characteristics of psychological capital: uniqueness, measurability, expansibility, and performance relevance, programs are conducted to develop employee psychological capital to improve job performance. Positive psychological capital is defined as the positive and developmental states of an individual as characterized by high self-efficacy, hope, resiliency and optimism, which are related to employee performance. According to past researches, leadership has impact on the emotions of subordinate. This research is focus on the group level and examines the relationship between supervisor psychological capital and collective psychological capital of group members. We also examine whether the higher trust in supervisor enhance the impacts of supervisor psychological capital on collective psychological capital of group members. Furthermore, we examine the relationship between collective psychological capital of group members and group performance.
The results show that the trust in direct manager has a moderating effect on the relationship between optimism of supervisor psychological capital and the optimism of group subordinate psychological capital; the contagion impact of optimism with the supervisor psychological capital on group subordinate psychological capital’s optimism is raised by the trust level in supervisor. In addition, subordinate psychological capital has a negative effect on the turnover tendency, especially the hope and optimism of subordinate psychological capital. The results failed to support the positive effects of both the supervisor psychological capital and group subordinate psychological capital on group performance and group cohesiveness.
誌謝 I
中文摘要 II
Abstract III
目錄 IV
表目錄 VI
圖目錄 VIII
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 5
第貳章 文獻探討 7
第一節 心理資本 7
第二節 直屬主管信任 14
第三節 團體效能 17
第四節 離職傾向 19
第五節 各變數間之關係 20
第參章 研究方法與設計 23
第一節 研究架構與假設 23
第二節 研究變項衡量 25
第三節 研究對象與設計 27
第四節 資料分析方法 32
第五節 信效度分析 35
第六節 團隊資料內部一致性檢定 38
第肆章 研究結果分析與討論 39
第一節 Pearson相關分析 39
第二節 各變項間之假設檢定 41
第伍章 結論與建議 47
第一節 研究結論 47
第二節 研究意涵 51
第三節 研究限制與未來研究建議 53
參考文獻 55
中文文獻 55
英文文獻 57
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