English  |  正體中文  |  简体中文  |  Items with full text/Total items : 51934/87076 (60%)
Visitors : 8496873      Online Users : 80
RC Version 7.0 © Powered By DSPACE, MIT. Enhanced by NTU Library & TKU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/105353


    Title: 主管績效回饋環境與員工焦慮、角色壓力之關係 : 以工作投入為干擾變項
    Other Titles: The relationships among performance feedback environment, employee’s anxiety and role pressure : the moderating effect of job involvement
    Authors: 丁顥維;Ting, Hao-Wei
    Contributors: 淡江大學企業管理學系碩士在職專班
    黃曼琴;Huang, Man-Chin
    Keywords: 回饋環境;焦慮;角色壓力;工作投入;Feedback Environment;anxiety;Role Pressure;Job involvement
    Date: 2015
    Issue Date: 2016-01-22 14:53:58 (UTC+8)
    Abstract: 本研究的研究目的主要在探討「主管績效回饋環境」是否會影響員工產生「焦慮」與「角色壓力」,並將「工作投入」作為干擾變項,分析工作投入是否會對主管績效回饋環境影響焦慮、角色壓力產生干擾效果。
    本研究將以大台北地區(台北市、新北市及基隆市)之金融從業人員為研究對象,採取便利抽樣法(Convenience Sampling)進行調查。依據受試者填答內容以SPSS進行統計分析,研究結果顯示:
    1.不同的人口統計變項中,「年齡」及「服務年資」對「焦慮心理」及「角色壓力」有顯著的差異性。
    2.主管績效回饋環境中的「正向回饋」對員工「焦慮心理」及「角色壓力」之間有顯著負向影響;主管績效回饋環境中的「負向回饋」對員工「焦慮心理」及「角色壓力」之間有顯著正向影響。
    3.主管績效回饋環境中的「正向回饋」與「工作投入」交互作用後對「角色模糊」有顯著負向干擾效果。
    This research mainly aims at discussing whether “Performance Feedback Environment” can cause the employees to produce “Anxiety” and “Role Pressure”; and with “job involvement” as a mediating variable, it analyzes whether job involvement can have a disturbing effect on the performance feedback environment’s causing the employees to produce anxiety and role pressure.
    It conducts a survey on employees of financial firms in greater Taipei (Taipei City, New Taipei City and Keelung City) with convenience sampling and does a statistical analysis on their answers with SPSS. The research results show:
    1.In different demographic variables, “Age” and “Length of Service” have a significant effect on “Anxiety” and “Role Pressure”.
    2.“Positive Feedback” in the performance feedback environment has a significantly negative effect on “Anxiety” and “Role Pressure”; “Negative Feedback” in the performance feedback environment has a significantly positive effect on “Anxiety” and “Role Pressure”.
    3.“Positive Feedback” and “Job Involvement” in the performance feedback environment have a significantly negative disturbing effect on “Role Ambiguity” after interaction.
    Appears in Collections:[企業管理學系暨研究所] 學位論文

    Files in This Item:

    File Description SizeFormat
    index.html0KbHTML68View/Open

    All items in 機構典藏 are protected by copyright, with all rights reserved.


    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library & TKU Library IR teams. Copyright ©   - Feedback