科技部專題研究計畫主持人
MOST-109-2410-H-031-025-SSS
競爭性假性出席:以工作要求資源模式探討
Competitive presenteeism: A Job Demands-Resources Approach
科技部
Ministry of Science and Technology
東吳大學國際經營與貿易學系
Department of International Business, Soochow University
吳志英
Chih-Ying Wu
東吳大學國際經營與貿易學系
Department of International Business, Soochow University
CHIH-YING WU
助理教授
02-23111531#3431
chyiwu@scu.edu.tw
計畫執行期間起:2020-08-01
計畫執行期間迄:2021-07-31
2020-10-05
2021-03-10
全職員工
1
004
01
競爭性假性出席;威權領導;競爭性環境;工作自主性;工作安全感;心理健康;工作投入;工作家庭衝突;促進調節焦點;自我呈現
competitive presenteeism;authoritarian leadership;competitive climate;job autonomy;job security;mental health;work engagement;work-family conflict;promotion regulatory focus;self-presentation
有別於員工生病所造成的假性出席,競爭性假性出席研究甚少。因此,本研究藉由工作要求資源模型(Job Demands-Resources Model, JD-R)之架構,試圖建立競爭性假性出席的概念關係網絡,進而暸解競爭性假性出席的前因與後果。經過三階段問卷之收集,共221位員工完整參與本研究,結果顯示威權領導與競爭性環境對 競爭性假性出席呈現正相關,而與工作安全感呈現負相關,工作自 主性則無顯著影響。競爭性假性出席則會造成員工心理間康問題與工作家庭衝突,對於工作投入則無顯著影響。至於調節焦點與自我 呈現對於工作需求與工作資源間之調節效果則不顯著。
Since the majority of presenteeism studies were focused on sickness presenteeism, it is lack of investigation into competitive presenteeism. A nomological network model based on the job demands-resource model (JD-R) were established to extend the knowledge of competitive presenteeism. A three-wave study were used to examine the antecedents and consequences of competitive presenteeism using a three-wave study. A total of 221 participants finished three-wave questionnaires. The results show that authoritarian leadership and competitive climate were positively related to competitive presenteeism, and job security were negatively associated with competitive presenteeism. Regarding the consequences of competitive presenteeism, mental health issues and work-family conflict were increased and work engagement was not affected. However, the moderating effects of promotion focus and self-presentation were not significant.
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