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    題名: 工作要求-資源模式的效度考驗-以台灣企業員工為 例
    The Validation of Job Demands-Resources model- A case study of Taiwanese employees
    作者: 簡嘉貞
    Chien, Jia Jen
    貢獻者: 許文耀
    Hsu, Wen Yao
    簡嘉貞
    Chien, Jia Jen
    關鍵詞: 工作要求-資源模型
    個人資源
    投入
    耗竭
    表現
    Job Demands-Resources Model
    Personal resources
    Engagement
    Exhaustion
    Performance
    日期: 2014
    上傳時間: 2015-07-01 15:07:17 (UTC+8)
    摘要: 工作要求-資源模型(JD-R model)為近年來受歡迎的工作壓力模型,並強調能適用進各工作場域,但多是以歐洲的員工為樣本來檢驗假設,故本研究以台灣企業員工為樣本,檢驗JD-R model,並釐清個人資源在模型中扮演的角色。以279 個台灣企業員工為樣本檢驗工作特徵、員工心理福祉、與表現的關係,並討論個人資源的角色。以階層迴歸分析檢驗的結果支持工作要求與工作資源能分別預測耗竭與投入,但兩者並無交互作用關係;又表現可由投入的程度來預測,耗竭對員工表現則無影響;除此之外,本研究亦發現個人資源對投入及角色內、角色外表現有直接效果、且與工作要求有交互作用關係。這些結果顯示以台灣員工檢驗JD-R model 時,無法完全支持其假設,但也發現個人資源在檢驗員工心理福祉的程度時有其作用及重要性。未來的研究可著重在討論文化因素是否造成差異。
    Job Demands-Resources Model (JD-R model) is a popular work-stress related model that claims can be adapted into all-kinds of work environment, but tested mostly with
    European employees. The current research intended to test the basic hypotheses of JD-R model with Taiwanese employees and to clarify the role of personal resources in the model. 279 Taiwanese employees are included in the tested sample to examine the relationship between job characteristics, employees’ well-being, and performance, and also have a discussion about the role of personal resources. The results of hierarchical regression analysis supported that job demands and job resources can predict exhaustion and engagement respectively. However, there is no interaction effect between job demands and job resources were found. Moreover, performance can be
    predicted by engagement, while exhaustion can’t. Besides, the present research found that personal resources have direct effects on engagement, in-role performance,
    out-role performance, and an interaction effect with job demands on exhaustion. These findings revealed that the basic hypotheses cannot be fully supported when tested with Taiwanese employees, but also indicated the effect and importance of personal resources while examine employees’ well being. Future research should focus more on the cultural factors to clarify whether culture do make differences.
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    101172002
    103
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0101172002
    資料類型: thesis
    顯示於類別:[輔導與諮商碩士學位學程] 學位論文

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