工作要求－資源模式的效度考驗－以台灣企業員工為例

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， ... 資料載入處理中... 跳到主要內容 臺灣博碩士論文加值系統 ::: 網站導覽| 首頁| 關於本站| 聯絡我們| 國圖首頁| 常見問題| 操作說明 English |FB專頁 |Mobile 免費會員 登入| 註冊 功能切換導覽列 (178.128.221.219)您好！臺灣時間：2022/09/3002:27 字體大小：       ::: 詳目顯示 recordfocus 第1筆/ 共1筆  /1頁 論文基本資料 摘要 外文摘要 目次 參考文獻 紙本論文 論文連結 QRCode 本論文永久網址: 複製永久網址Twitter研究生:簡嘉貞研究生(外文):Chien,JiaJen論文名稱:工作要求－資源模式的效度考驗－以台灣企業員工為例論文名稱(外文):TheValidationofJobDemands-Resourcesmodel-AcasestudyofTaiwaneseemployees指導教授:許文耀指導教授(外文):Hsu,WenYao學位類別:碩士校院名稱:國立政治大學系所名稱:輔導與諮商碩士學位學程(MPCG)學門:社會及行為科學學門學類:心理學類論文種類:學術論文畢業學年度:103語文別:中文論文頁數:103中文關鍵詞:工作要求－資源模型、個人資源、投入、耗竭、表現外文關鍵詞:JobDemands-ResourcesModel、Personalresources、Engagement、Exhaustion、Performance相關次數: 被引用:34點閱:934評分:下載:0書目收藏:1 工作要求－資源模型(JD-Rmodel)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-Rmodel，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-Rmodel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。

JobDemands-ResourcesModel(JD-Rmodel)isapopularwork-stressrelatedmodelthatclaimscanbeadaptedintoall-kindsofworkenvironment,buttestedmostlywithEuropeanemployees.ThecurrentresearchintendedtotestthebasichypothesesofJD-RmodelwithTaiwaneseemployeesandtoclarifytheroleofpersonalresourcesinthemodel.279Taiwaneseemployeesareincludedinthetestedsampletoexaminetherelationshipbetweenjobcharacteristics,employees’well-being,andperformance,andalsohaveadiscussionabouttheroleofpersonalresources.Theresultsofhierarchicalregressionanalysissupportedthatjobdemandsandjobresourcescanpredictexhaustionandengagementrespectively.However,thereisnointeractioneffectbetweenjobdemandsandjobresourceswerefound.Moreover,performancecanbepredictedbyengagement,whileexhaustioncan’t.Besides,thepresentresearchfoundthatpersonalresourceshavedirecteffectsonengagement,in-roleperformance,out-roleperformance,andaninteractioneffectwithjobdemandsonexhaustion.ThesefindingsrevealedthatthebasichypothesescannotbefullysupportedwhentestedwithTaiwaneseemployees,butalsoindicatedtheeffectandimportanceofpersonalresourceswhileexamineemployees’wellbeing.Futureresearchshouldfocusmoreontheculturalfactorstoclarifywhetherculturedomakedifferences. 摘要IAbstractII目次III表次IV圖次V第一章緒論1第一節研究背景、動機與目的1第二節名詞解釋6第二章文獻探究8第一節工作壓力相關模型與工作要求－資源模型8第二節個人資源的角色26第三節研究問題與假設33第三章研究方法36第一節研究對象36第二節研究程序37第三節研究工具38第四節資料分析46第四章研究結果49第一節描述統計與相關分析49第二節階層迴歸分析53第五章結果與討論72第一節控制變項之影響72第二節階層迴歸分析檢驗73第三節研究貢獻與限制88參考文獻90附錄99 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工作壓力源與壓力後果之關係：以華人工作價值觀為調節變項。

國立中央大學人力資源管理研究所碩士論文，桃園縣。

吳宗祐（2003）。

工作中的情緒勞動：概念發展、相關變項分析、心理歷程議題　　探討（未出版之碩士論文）。

國立台灣大學心理學研究所博士論文，台北市。

陳佳雯、陸洛、許雅玉（2012）。

工作要求及工作資源與工作態度之關聯：以勤勉審慎性及主動性人格為調節變項。

人力資源管理學報，12，23-49。

葉盈蘭（2009）。

高科技產業員工工作壓力、休閒參與與工作生活平衡之研究（未出版之碩士論文）。

國立臺灣師範大學運動與休閒管理研究所碩士論文，台北市。

行政院勞工委員會（2013）。

我國工時狀況與國際比較研析。

102年12月4日勞動統計櫥窗。

 國圖紙本論文 連結至畢業學校之論文網頁點我開啟連結註:此連結為研究生畢業學校所提供，不一定有電子全文可供下載，若連結有誤，請點選上方之〝勘誤回報〞功能，我們會盡快修正，謝謝！ 推文 網路書籤 推薦 評分 引用網址 轉寄                                                                                                                                                                                                                    top 相關論文 相關期刊 熱門點閱論文 1. 工作中的情緒勞動：概念發展、相關變項分析、心理歷程議題探討 2. 工作壓力源與壓力後果之關係：以華人工作價值觀為調節變項 3. 高科技產業員工工作壓力、休閒參與與工作生活平衡之研究 4. 「科技有讓員工變得更幸福嗎？」－工作要求-資源模式　 5. 工作要求與資源、工作倦怠對外勤消防人員職場幸福感影響之研究 6. 社會支持與留任意願關係之研究：探討職場疲勞與利他主義之角色－以高雄市消防局外勤消防人員為例 7. 工作家庭衝突與組織公民行為之關聯性-以工作敬業為中介變項 8. 臺南市國民小學附設幼兒園教保服務人員兼任行政職務工作壓力與情緒勞務之相關研究 9. 工作要求對工作倦怠與學習倦怠之影響－探討職學衝突之中介效果與回復自我效能之調節效果 10. 職學衝突前因後果之研究 11. 運用即時通訊進行公務溝通所產生的影響：溝通效能、工作壓力及焦慮 12. 探討南部科學園區技術員工作要求、知覺工作價值與離職傾向之研究 13. 加班時數對員工職家平衡、健康狀況及工作滿意度之影響—以員工福利措施為調節變項 14. 國民小學專任輔導教師工作壓力與因應策略之研究 15. 資訊人員的工作要求、工作資源與工作耗竭之關聯--知覺社會支持的調節效果   1. 陳佳雯、陸洛、許雅玉（2012）。

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人力資源管理學報，12，23-49。

2. 陳佳雯、陸洛、許雅玉（2012）。

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  1. 不同工作要求與工作資源的內涵對工作投入與工作倦怠的影響 2. 情緒勞動的前因變數、後果變數以及動機中介歷程之整合性探討：工作要求-資源模式的觀點 3. 高績效工作系統自相矛盾特質之解密：工作要求資源模式觀點 4. 「科技有讓員工變得更幸福嗎？」－工作要求-資源模式　 5. 工作要求-資源模式、專業承諾與工作敬業心關係之研究－以南科及高科之高科技產業人員為例 6. 工作要求-資源模式與工作倦怠關係之研究--以某半導體封裝測試公司員工為例 7. 工作要求、工作資源、工作倦怠、組織承諾及組織公民行為關係模式建構之研究 8. 航餐代表人員工作要求-資源模式、工作敬業心與工作績效之關聯性研究 9. 工作要求-資源、工作倦怠、組織承諾與離職傾向之關係探討－以國立自然科學博物館義工為例 10. 工作要求資源模式對員工創造力的影響:以創造力心流經驗為中介變項 11. 國民中學專任輔導教師人格特質、工作壓力與工作滿意度之研究 12. 乳癌患者的反芻型態對憂鬱的影響 13. 工作要求資源模式對員工離職傾向影響的路徑：壽險業資淺與資深業務員的比較分析 14. 工作要求資源模式對創新行為的影響：個人與團隊層次分析之比較 15. 工作要求與資源、工作倦怠對外勤消防人員職場幸福感影響之研究     簡易查詢 | 進階查詢 | 熱門排行 | 我的研究室