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E10503
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023
員工工作敬業的前因及其影響機制:個人情感特質、工作特性與組織因素之探討
The Antecedents and Influence Mechanisms of Employee Work Engagement: The Roles of Individual Affective Traits, Work Characteristics, and Organizational Factors
1.謝慧賢
1.Hui-hsien Hsieh
1.國立臺灣師範大學科技應用與人力資源發展學系(所)
1.Department of Technology Application and Human Resource Development, National Taiwan Normal University
001,002,003,004
1.國立臺灣師範大學科技應用與人力資源發展學系(所)
1.Department of Technology Application and Human Resource Development, National Taiwan Normal University
002
1.科技部
1.Ministry of Science and Technology
A.14 計畫執行期間(起):2016-08-01
A.14 計畫執行期間(訖):2017-07-31
2016-12-052017-03-24
A.16 收到日期:2017-09-11
2
組織在職員工

1

397


397
003
C.2 聯絡日期:2017-09-27
2
1.國立臺灣師範大學科技應用與人力資源發展學系(所)
1.Department of Technology Application and Human Resource Development, National Taiwan Normal University
2
C.7 資料公開日期:0000-00-00
1
006
1.工作不安全感
2.工作敬業
3.負向情感特質
4.雇用契約
1.Job Insecurity
2.Work Engagement
3.Negative Affectivity
4.Contract Type
  探討促進員工工作敬業的重要因素已廣泛受到組織管理學者們的關注與重視。有鑑於此,本研究針對員工工作敬業的前因及其影響機制之相關文獻提出研究問題並進行探討。本研究以397位員工為研究樣本,研究結果發現工作不安全感與工作敬業兩者成曲線關係,且此曲線關係會受到員工的負向情感特質以及僱用契約所調節,這些研究結果突顯整合個人情感特質、工作特性與客觀工作條件等因素將有助於了解如何促進員工工作敬業,針對這些研究發現,本研究提出相關管理實務與未來研究建議。

  This study examines the curvilinear relationship between job insecurity and work engagement, while also investigating the moderating effect of employees\' negative affectivity (NA) and contract type (permanent versus temporary) on the above relationship. Based on data collected from a sample of 397 employees in Taiwan, the results found that the relationship between job insecurity and work engagement is U-shaped and moderated by NA and contract type, such that the U-shaped curve is stronger for employees with high NA or on a temporary contract as compared with employees with low NA or on a permanent contract. These findings highlight the importance of taking individual dispositions, work characteristics, and objective job situations into account for understanding employee engagement at work. Implications for managerial practices and suggestions for future research are discussed.

D.16 完成檢誤日期:0000-00-00
D.17 預定釋出日期:0000-00-00
D.18 初次釋出日期:0000-00-00
D.19_1 最新版釋出日期:0000-00-00
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