能者多勞的員工是否容易晉升？知覺主管權力與正向心理資本的干擾角色

CCUR > College of Business > Department of Business Administration & Graduate Institute of International Business Administration > project > Item 987654321/41796

Please use this identifier to cite or link to this item: https://irlib.pccu.edu.tw/handle/987654321/41796

Title:	能者多勞的員工是否容易晉升？知覺主管權力與正向心理資本的干擾角色 Is It Easier for Heavy-Workload Enabler to Get a Promotion? the Moderating Effects of Perceived Power of Supervisor and Positive Psychological Capital
Authors:	繆敏志
Contributors:	國際企業管理學系
Keywords:	能者多勞晉升可能性工作倦怠知覺主管權力正向心理資本 Heavy-workload enabler promotability burnout perceived power of supervisor positive psychological capital
Date:	2018-2019
Issue Date:	2019-01-16 09:15:22 (UTC+8)
Abstract:	能者多勞為近年商管雜誌的熱門議題，也是許多員工的工作寫照。能者多勞的員工具備優秀的工作能力，同時卻又承受龐大的工作負荷。在這樣的情況下，能者多勞最終能否幫助員工的晉升或是增加員工的工作倦怠為本研究所欲探討的議題。本研究以資源保存理論為基礎，探討能者多勞對晉升可能性與工作倦怠之影響。並根據社會認知理論提出個體行為的展現是受到環境因素與個人條件影響，因此本研究加入知覺主管權力與正向心理資本的干擾效果。本研究係以2016天下雜誌所公布兩千大企業中之科技產業公司的員工為抽樣母體，以立意取樣的方式施測。本研究採配對問卷之方式，由主管填答晉升可能性問卷，部屬填答能者多勞、工作倦怠、知覺主管權力與正向心理資本問卷，同時採用會對本研究造成影響之性別、年齡、年資、教育程度作為控制變項，問卷採取匿名的方式作答，問卷題項編排方式採隨機配置並以不同尺度來測量各變項，以降低共同方法變異所造成的問題。本研究期許研究之結果能提供公司做為管理之參考。 Heavy-workload enabler is a popular issue in business magazine for recent years and reflects many employees’ situation. Heavy-workload enabler has excellent workplace competencies and burdens heavy workload. Under this situation, we want to know that it is easier for heavy-load enabler to get a promotion or easier for heavy-workload enabler to add further burden of their work. According to conservation of resources theory, we will examine the relationship among heavy-workload enabler, promotability, and burnout. According to social cognitive theory, personal behavior will be affected by personal factors and environmental factors. We will examine how perceived power of supervisor and positive psychological capital separately moderate the relationship among heavy-workload enabler, promotability and burnout.We will collect data from the high-tech manufacturers which listed on the list of 2000 firms in Taiwan by commonwealth magazine. R & D engineers and their direct supervisors are our participants. The direct supervisors will answer the promotability questionnaire and the subordinate answer the heavy-workload enabler, burnout, perceived power of supervisor and positive psychological capital questionnaires. To avoid common method variance, we take some methods including supervisor-subordinate dyads to answer questionnaire, different Likert scale, random item, anonymous responses to items and using gender, age, organizational tenure and education as control variable. Finally, we expect the results will help management for company.
Appears in Collections:	[Department of Business Administration & Graduate Institute of International Business Administration ] project

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