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以資源保存理論探討中年危機下資源流失對職場 退縮行為的影響：心理契約違背為調節變項=Using conservation of resources theory to explore the impact of resource loss on workplace withdrawal behavior under midlife crisis: Psychological contract violation as moderating variable |
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| Author |
黃美鳳 (著)=Huang, Mei-feng (au.)
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| Date | 2024 |
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| Pages | 87 |
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| Publisher | 玄奘大學應用心理學系碩士在職專班 |
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| Publisher Url |
https://www.hcu.edu.tw/ap/zh-tw/?sh=
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| Location | 新竹市, 臺灣 [Hsinchu shih, Taiwan] |
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| Content type | 博碩士論文=Thesis and Dissertation |
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| Language | 中文=Chinese |
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| Degree | master |
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| Institution | 玄奘大學 |
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| Department | 應用心理學系碩士在職專班 |
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| Advisor | 高旭繁=Kao, Shu-fang |
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| Keyword | 資源保存理論=conservation of resources theory; 資源流失=resource loss; 心理契約=psychological contract; 職場退縮=workplace withdraw; 中年危機=midlife crisis |
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| Abstract | 少子化、人口老化等因素，核心勞動力年齡遞延，留住就業人力是企業組織未來競爭力的投資。本研究探討心理契約違背對資源流失、職場退縮行為是否具有相關影響。以便利取樣方式採問卷調查，蒐集31歲以上在職工作者，取得有效樣本187份進行量化分析，研究結果發現中年期資源流失以實體資源流失為冠、個人條件資源流失為次、能量資源流失為第三。資源流失程度越高職場退縮程度越高；心理契約培訓型與關係型之滿足程度越高，職業性退縮程度越低；心理契約無調節效果。綜合分析後可以在管理方面做以下的推動以增加資源獲得減少職場退縮行為：
1.能量資源方面：增進夥伴關係及加強員工關懷機制。
2.個人條件資源方面：完善培訓制度、依適配性進行職務再設計。
3.家庭條件資源方面：彈性工時制度、企業托兒服務，家庭協助方案等。
4.實體資源方面：合理的薪資、員工信託基金方案、為員工提供退休金規劃等。
Due to factors such as declining birthrate and aging population, the age of the core labor force has been delayed. The willingness of middle-aged and older workers to stay in the workplace that is an investment that improves the future competitiveness of a business organization. A questionnaire survey was conducted using convenience sampling, collect current employees over 31 years old and 187 valid samples were collected for quantitative analysis. This research to find out whether Psychological contract violation is related to resource loss and workplace withdrawal.
The research results found that the resource loss of objects was the highest, the loss of personal characteristics was the second, and the loss of energies was the third. The higher the degree of resource loss, the higher the degree of workplace withdrawal. The higher the degree of satisfaction psychological contract training obligations and relational obligations, the lower the degree of job withdrawal. Psychological contract has no moderating effect. After comprehensive analysis, the following promotions can be made in management:
1.In terms of energy resources: enhance partnerships and strengthen employee care mechanisms.
2.In terms of personal conditions resources: improve the training system and redesign jobs based on suitability.
3.In terms of family conditions resources: flexible working hours, corporate child care services, family assistance programs, etc.
4.In terms of objects resources: reasonable salaries, employee trust fund plans, pension planning for employees, etc.
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| Table of contents | 目錄
摘要...............................................i
ABSTRACT..........................................ii
表目錄.............................................vii
圖目錄.............................................x
第一章 緒論..........................................1
第一節 研究背景.....................................1
第二節 研究動機與目的................................3
第二章 文獻探討與研究假設.............................7
第一節 中年工作者與中年危機及資源保存理論相關研究......7
一、中年工作者與中年危機............................7
二、資源保存理論...................................8
三、資源流失.......................................8
四、中年危機與資源流失..............................9
第二節 職場退縮及資源保存理論相關研究.................10
一、職場退縮（workplace withdraw）.................10
二、資源流失與職場退縮..............................12
第三節 心理契約及其相關研究...........................13
一、心理契約（Psychological Contract）.............13
二、心理契約違背...................................13
三、資源保存理論與心理契約違背........................14
第三章 研究方法........................................23
第一節 研究架構.......................................23
第二節 研究假設.......................................24
第三節 研究對象與資料收集..............................25
一、研究對象.........................................25
二、資料收集........................................25
第四節 研究方法與測量.................................25
一、測量方法.......................................25
二、資源流失.......................................25
三、心理契約量表....................................26
四、職場退縮量表....................................26
第五節 問卷信度與因素分析..............................27
一、研究工具之信度分析...............................27
二、研究工具之因素分析...............................27
第六節 資料分析與統計方法...............................27
一、描述性統計.......................................27
二、差異性考驗.......................................27
三、皮爾森積差相關...................................28
四、階層迴歸分析.....................................28
第四章 研究結果........................................29
第一節 樣本、信度、因素分析.............................29
一、樣本分析.......................................29
二、信度分析.......................................32
三、因素分析.......................................33
第二節 資源流失、職場退縮與不同背景變項的差異分析......43
第三節 各變項之間的相關分析..........................48
第四節 迴歸分析.....................................52
第五章 研究結論與討論.................................65
第一節 研究結果.....................................65
一、相關分析.......................................65
二、心理契約的調節作用..............................66
第二節 研究討論.....................................68
一、研究討論.......................................65
二、管理意涵與建議..................................71
第三節 研究限制......................................72
參考文獻.............................................74
附錄A................................................82 |
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| DOI | https://hdl.handle.net/11296/3388vu |
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| Hits | 195 |
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| Created date | 2024.03.22 |
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| Modified date | 2024.03.22 |
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