科技部專題研究計畫主持人
MOST 107-2410-H-031-063 -SSS
心理資本對工作績效的影響:心理資本與人力資本的交互作用及社會資本的 中介
The influence of psychological capital on job performance: the interaction of psychological capital and human capital and the mediation of social capital
科技部
Ministry of Science and Technology
東吳大學心理學系(所)
Department of Psychology, Soochow University
林朱燕
Chu Yen Lin
東吳大學心理學系(所)
Department of Psychology, Soochow University
林朱燕
助理教授
0970-856-611
joanncylin@gm.scu.edu.tw
計畫執行期間起:2018-08-01
計畫執行期間迄:2019-07-31
2018-12-01
2019-03-31
公司一般員工
1
004,007
01
心理資本;人力資本;社會資本;工作績效
psychological capital;human capital;social capital;job performance
隨著全球化與經濟不景氣所產生的各種劇烈競爭與挑戰,現代人亟需具備更多的正向心理資本(psychological capital),亦即自我效能,希望,樂觀與復原力以因應與調適。近年來心理資本受到組織與管理學者的重視,相關的理論與實徵研究均強調心理資本對員工工作態度、工作行為及績效的直接影響,卻忽略了員工之「人力資本」與「社會資本」在其工作績效上所扮演之角色與影響。本研究試圖對現有文獻提出增補與實徵研究資料,並根據智力資本三元說(Bontis, 2001)與現代組織員工之社會互動性功能,提出假設:「心理資本」對工作績效的影響,乃透過其與員工之「人力資本」的交互作用以及與「社會資本」之中介而間接產生,而非直接且單獨地作用於工作績效上。 本研究採相隔三週之time-lagged兩波問卷調查,調查台灣之企業員工,有效問卷共313份,以階層迴歸與bootstrapping方式進行統計分析。研究結果支持多數研究假設,即:(1)心理資本、人力資本與社會資本均對員工之工作績效有正向影響;然而,(2)員工之心理資本與人力資本的交互作用並未對其工作績效產生影響;(3)社會資本對於員工之心理資本與工作績效具有中介效果。本研究希望透過此實徵研究修正現有之心理資本理論在組織的應用,並提供人力資源管理實務者召募甄選與教育訓練之參考。
Along with the globalization and the economic depression, there is an urgent need of positive psychological capital (i.e. self-efficacy, hope, optimism, resilience) to help individuals to cope and react. Recent years in organization and management research, there is a growing emphasis on “psychological capital.”Relevant theories and empirical results highlight the importance and direct influence of employees’ “psychological capital” on their work attitudes, work behaviors and job performance. However, leaving the relationships of “psychological capital,” “human capital” and “social capital” unexplored. Based on the void, this study argues the influence of “psychological capital” on job performance is mostly worked through the mechanisms of “human capital” and “social capital.” Therefore, the relationships of “psychological capital”, “human capital” and “social capital” are imperative to be hypothesized and explored. This is a two wave time-lagged questionnaire survey. There were 313 employees sampling from industries in Taiwan. Hierarchical regression and bootstrapping analyses were used to test the hypotheses of interaction and mediation. The study results shows: (1) “psychological capital,” “human capital” and “social capital”have positive influence on job performance. (2) The interaction of employees’ psychological capital” and “human capital” do not have a significant influence on job performance. (3) “social capital”mediates the relationship between “psychological capital”and “job performance.” The results are expected to revise the psychological capital theory, and provide applicable information on recruitment and training to human resource management practitioners.
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