臺灣博碩士論文加值系統

台灣製造業出口年增率穩定成長，然而製造業員工不僅待遇不佳，工作氛圍也不如其他產業，尤其當製造業員工角色壓力過高時，可能會影響其 職場適應。若能設法提升製造業員工之人格韌性與降低角色壓力，則有助於增進製造業員工職場適應。因此，本研究旨在探討不同背景變項製造業員工在角色壓力、人格韌性及職場適應之表現差異。另本研究探討角色壓力、人格韌性及職場適應之相互關係與影響。
本研究採取問卷調查法，以180位製造業員工為對象。經統計分析，本研究發現女性製造業員工在人格韌性與職場適應中之工作知識與組織文化適應及整體職場適應表現皆顯著高於男性。另25歲以下及26-35歲之製造業員工在角色壓力中之角色模糊上表現皆高於56歲以上者，而工作年資一年以下與1-5年之製造業員工在角色壓力中之角色模糊上表現皆高於工作年資10年以上者。其次，角色壓力與職場適應具有部分低度負相關，而人格韌性與職場適應具有高度正相關。再者，角色壓力中之角色模糊對職場適應中之組織文化適應、關係建立及學習經驗滿意度具有顯著負向影響，而整體人格韌性對整體職場適應有顯著正向影響。最後，本研究建議企業宜強化組織間溝通與交流、增設身心管理課程、培養員工挫折容忍力、準確定位角色與工作任務及強化員工正向體驗，以提升製造業員工之職場適應力及增進製造業競爭力。

The growth rate of Taiwanese manufacturing industry exports has been growing steadily every year. However, the manufacturing industry not only has poor treatment, but also has a lower working atmosphere than other industry. Especially when the role stress of manufacturing employees is too high, it may affect employees' workplace adjustment. To improve the personality hardness and reduce the role stress of manufacturing employees may promote the workplace adjustment. Therefore, this study was to explore the demographic differences of manufacturing employees on role stress, personality hardness, and workplace adjustment. It aimed to examine the interrelationships and effects of role stress, personality hardness, and workplace adjustment.
In this study, questionnaire survey was conducted and the subjects were 180 manufacturing employees. Through analyzing, this study found that female manufacturing employees are significantly higher than male on job knowledge, organizational culture adaptation and overall workplace adjustment.
Next, manufacturing employees under the age of 25 and 26-35 showed higher role ambiguity than those of over the age of 56. However, manufacturing employees with a working experience of less than one year and 1-5 years had higher role ambiguity than those of more than 10 years of working experience. Furthermore, role stress and workplace adjustment had a partially low negative correlation, whereas personality hardness had a high positive correlation with workplace adjustment. Also, the role ambiguity of role stress had a significant negative impact on organizational culture adjustment, relationship establishing, learning experience of workplace adjustment, while overall personality hardness had a significant positive impact on overall workplace adjustment. The implications of this study for the enterprise are to strengthen inter-organizational communication and exchanges, add physical and mental management courses, cultivate employee’s frustration tolerance, accurately set up role position and work tasks, and strengthen positive employee experience, all in which lead to enhance workplace adjustment of manufacturing employee as well as promote competitive advantage of manufacturing industry.

摘 要 I
ABSTRACT II
誌謝 IV
目錄 V
表目錄 VII
圖目錄 IX
第一章 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 重要名詞釋義 5
第四節 研究流程 6
第二章 文獻探討 7
第一節 角色壓力 7
第二節 人格韌性 27
第三節 職場適應 31
第四節 各研究變項關係之推論 47
第三章 研究方法 50
第一節 研究架構 50
第二節 研究假設 51
第三節 研究變項之操作性定義與研究工具 52
第四節 研究樣本與資料蒐集過程 57
第五節 量表信效度分析 58
第六節 資料分析方法 63
第四章 研究結果 65
第一節 樣本資料描述性統計分析 65
第二節 各變項之描述性統計分析 69
第三節 不同個人背景變項在各研究變項之差異 71
第四節 相關分析 87
第五節 迴歸分析 90
第六節 研究假設驗證 95
第五章 結論與建議 96
第一節 研究結論 96
第二節 研究貢獻 100
第三節 研究建議 101
第四節 研究限制 104
參考文獻 105
一、中文部分 105
二、英文部分 110
附錄 119

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