科技部專題研究計畫主持人
MOST 110-2628-H-110-001-SSS
員工對工作不安全感反應的適用情境之探討
Exploring the Boundary Conditions of Employee Reactions to Job Insecurity
科技部
Ministry of Science and Technology
國立中山大學
National Sun Yat-sen University
謝慧賢
Hui-Hsien Hsieh
人力資源管理研究所
Institute of Human Resource Management
謝慧賢
副教授
(07)5252000#4932
hh.hsieh@mail.nsysu.edu.tw
計畫執行期間起:2021-08-01
計畫執行期間迄:2022-07-31
2022-01-03
2022-03-31
一般公司組織內年滿20足歲以上的在職員工。
1
003,004
01
工作不安全感;情緒耗竭
Job insecurity;Emotional exhaustion
工作不安全感被視為是常見的職場壓力源之一,會對員工造成不良影響。過往研究已證實工作不安全感會導致員工情緒耗竭,然而,鮮少有研究探討如何減緩工作不安全感所帶給員工的負面影響。有鑑於此,本研究檢驗知覺同事支持(工作資源)與心理資本(個人資源)是否可在工作不安全感與情緒耗竭兩者關係間扮演重要緩衝機制角色。本研究以305位在職員工為研究樣本,研究結果證實同事支持與心理資本可減緩工作不安全感與員工情緒耗竭的正向關係。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,以利減緩工作不安全感對員工的不良影響。
Job insecurity has been regarded as one of the common job stressors in the workplace, with detrimental consequences for employees. Research has shown that job insecurity causes employee emotional exhaustion. However, relatively little research has examined the buffering mechanism of the adverse impact of job insecurity. To address this research void, this study examines both perceived coworker support (job resources) and psychological capital (personal resources) as buffering mechanisms of the positive relationship between job insecurity and emotional exhaustion. Data were collected from a sample of 305 Taiwanese employees. The results demonstrated that perceived coworker support and psychological capital can buffer the positive effects of job insecurity on employee emotional exhaustion. Implications for managerial practice and suggestions for future research are discussed.
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