主管毒性情緒對員工工作敬業之影響：以正向心理資本為調節變項

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Please use this identifier to cite or link to this item: https://irlib.pccu.edu.tw/handle/987654321/45720

Title:	主管毒性情緒對員工工作敬業之影響：以正向心理資本為調節變項 A Study of the Relationship Between Supervisors’ Toxic Emotions and Staff’s Work Engagement-Positive Psychological as a Moderator
Authors:	鄭登閎
Contributors:	國際企業管理學系碩士在職專班
Keywords:	毒性情緒工作敬業正向心理資本
Date:	2020
Issue Date:	2020-02-21 15:09:06 (UTC+8)
Abstract:	現代人的工作壓力大，不只是基層員工，主管更有來自於對上、對下的壓力；對上要對更高層級的主管負責，對下要領導、管理下屬，以達成組織目標，壓力更是沉重，如果這時候對於本身的情緒調節管理拿捏不當，很容易產生負向、負面的情緒，並且很容易把這種負向的毒性情緒帶給底下的員工，造成士氣低落，影響工作敬業心以及工作效能，進而衍伸出其他的問題。而近年來，因正向心理學獲得重視，心理資本更是其中被學術界關注、探討的重要議題，而且經常扮演著調節的角色。本研究的目的在探討員工的正向心理資本是否在主管毒性情緒與員工工作敬業之間也扮演著調節與干擾的角色。研究結果亦可作為企業內部人力資源政策、培訓、教育訓練、在職訓練等實務之參考，以利維持員工具備良好的工作敬業心。本研究總共發出790份問卷，問卷回收760份，回收率為96.20%，剔除填答不完整以及明顯無效之問卷後，有效的問卷共計736份，有效問卷率為96.84%。研究結果發現，主管毒性情緒與員工、部屬的工作敬業之間存在著負相關，正向心理資本與工作敬業間存在著正相關，並且在毒性情緒與工作敬業之間扮演著調節與干擾的效果，此部份在後續的內容有詳細、詳盡的探討、分析、解說與建議。 Modern people's work stress is not only the rank- and-file employees, but the supervisors are more stressed from their upper and lower levels. They have a responsibility to report higher level supervisors; they also need to manage and lead their subordinates to achieve organization goals that bring on more pressure. At this time, if they do not manage and control their own emotion properly, it is easily bring negative toxic emotion to their subordinates, and cause low morale then bad influence on work engagement and work efficiency resulted, even other unexcepted issues. In recent years, due to the high attention of positive psychology, psychological capital is an important topic that has been more concerned and discussed by the academic community, which often plays a regulation role. The purpose of this study is to explore whether the positive psychological capital of employees plays a role of regulation and interference between supervisors’ toxic emotions and employees’ work engagement. Also the results of this research can act as a reference for the internal human resources policy, employee training, education and training, and on-the-job training, etc., to maintain good employee engagement. A total of 790 study questionnaires were sent out, and 760 valid ones were retrieved with the effective rate of 96.20%. After eliminated the incomplete and obviously invalid questionnaires, there were 736 valid copies, with the effective rate of 96.84%. 　　The results show that there is a negative correlation between toxic emotions and work engagement. Positive psychological capital and work engagement are positively correlated, and plays a role of regulation and interference between toxic emotions and work engagement. This raises topics about positive psychological capital which will be discussed in the following chapters.
Appears in Collections:	[Department of Business Administration & Graduate Institute of International Business Administration ] Thesis

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