國立高雄大學圖資館 |

語系: 繁體中文

說明(常見問題)

圖資館首頁

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

以自我回報壓力觀點探討領導者部屬交換與敬業貢獻度之關係─以封裝測試產業為...

國立高雄大學亞太工商管理學系碩士班

以自我回報壓力觀點探討領導者部屬交換與敬業貢獻度之關係─以封裝測試產業為例 = The Perspective of Self-Reported Stress on Relationship between Leader-Member Exchange and Employee Engagement: The Case of Assembly and Testing of Semiconductor Industry

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	The Perspective of Self-Reported Stress on Relationship between Leader-Member Exchange and Employee Engagement: The Case of Assembly and Testing of Semiconductor Industry
作者:	徐昇達,
其他團體作者:	國立高雄大學
出版地:	[高雄市]
出版者:	撰者;
出版年:	2013[民102]
面頁冊數:	93面圖，表格 : 30公分;
標題:	封裝測試產業
標題:	Leader - Member Exchange (LMX)
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/42879263013986994758
附註:	參考書目：面74-81
附註:	102年10月31日公開
摘要註:	在企業越來越重視領導者與部屬間互動關係的環境潮流下，我們應對領導者與部屬間的互動關係先有所瞭解，才能應用其相關的壓力進而的提升員工的工作表現。過去研究大多所探討的是領導者與部屬交換 (LMX)對一般工作態度之影響，對於敬業貢獻度之影響則尚未十分清楚，而此二者間關係是否會受到障礙型自我回報壓力及挑戰型自我回報壓力所影響亦尚鮮少被探討。有鑑於此，本研究試圖了解LMX與敬業貢獻度之間的關係，並進一步探討在不同類型的壓力下，是否會對於兩者間的關係有所影響。因此，本研究目的為：1. 探討LMX是否會對敬業貢獻度之正相關性是否達到顯著；2. 探討自我回報的壓力中，挑戰型自我回報壓力是否為LMX與敬業貢獻度間關係之中介效果；障礙型自我回報壓力是否為LMX與敬業貢獻度間公司的干擾效果。本研究採用問卷調查法，以封裝測試產業之員工為對象，所得之有效回收問卷共254份，有效回收率為85%，並使用SPSS統計軟體作為統計分析之工具，就樣本資料加以分析，分析結果顯示：LMX與敬業貢獻度間具有正向關係；自我回報壓力中，挑戰型壓力對LMX與敬業貢獻度間正向關係具有中介效果；自我回報壓力中，障礙型壓力對LMX與敬業貢獻度間正向關係具有干擾效果。最後依研究結論提出建議供實務界做為參考。 More and more attention in the corporate focus on leader and subordinate relationships between environment interaction trends, therefore interaction between leader and subordinate will be first understanded, to apply its related stress and thus enhance the performance of their staff. Most past studies have explored is the leader - member exchange (LMX) on the general attitude of the impact of its contribution for the dedication of the impact is not very clear, and this relationship will be between the two barrier-type self-reported stress and challenges influenced by self-reported stress has not yet been explored. This study attempts to identify: 1. The relationship between LMX and employee engagement; 2. The challenge stress of self-reported stress will be a mediator between the relationship of LMX and employee engagement; the hindrance stress of self-reported stress will be a moderator between the relationship of LMX and employee engagement.The subjects of this study were employees of Assembly and Testing of Semiconductor Industry. A questionnaire survey was used in this study. The effective questionnaires were 254 in total, with a response rate of 85%. The study adopted SPSS as the tools for statistical analysis. According to data analysis, the research result showed that LMX and employee engagement will be positive relationship; Challenge stress of self-reported stress will mediate the relationship between LMX and employee engagement; Hindrance stress of self-reported stress will moderate the relationship between LMX and employee engagement.

以自我回報壓力觀點探討領導者部屬交換與敬業貢獻度之關係─以封裝測試產業為例 = The Perspective of Self-Reported Stress on Relationship between Leader-Member Exchange and Employee Engagement: The Case of Assembly and Testing of Semiconductor Industry
徐, 昇達

以自我回報壓力觀點探討領導者部屬交換與敬業貢獻度之關係─以封裝測試產業為例 = The Perspective of Self-Reported Stress on Relationship between Leader-Member Exchange and Employee Engagement: The Case of Assembly and Testing of Semiconductor Industry / 徐昇達撰 - [高雄市] : 撰者, 2013[民102]. - 93面 ; 圖，表格 ; 30公分.
參考書目：面74-81102年10月31日公開.
封裝測試產業Leader - Member Exchange (LMX)

以自我回報壓力觀點探討領導者部屬交換與敬業貢獻度之關係─以封裝測試產業為例 = The Perspective of Self-Reported Stress on Relationship between Leader-Member Exchange and Employee Engagement: The Case of Assembly and Testing of Semiconductor Industry
LDR:04540nam0a2200289 450 001 389536
005 20170214090907.0
009 389536
010 0 $b 精裝
010 0 $b 平裝
100 $a 20170214d2013 k y0chiy05 e
101 1 $a chi $d chi $d eng
102 $a tw
105 $a ak am 000yy
200 1 $a 以自我回報壓力觀點探討領導者部屬交換與敬業貢獻度之關係─以封裝測試產業為例 $d The Perspective of Self-Reported Stress on Relationship between Leader-Member Exchange and Employee Engagement: The Case of Assembly and Testing of Semiconductor Industry $z eng $f 徐昇達撰
210 $a [高雄市] $c 撰者 $d 2013[民102]
215 0 $a 93面 $c 圖，表格 $d 30公分
300 $a 參考書目：面74-81
300 $a 102年10月31日公開
314 $a 指導教授：盧昆宏博士
328 $a 碩士論文--國立高雄大學亞太工商管理學系碩士班
330 $a 在企業越來越重視領導者與部屬間互動關係的環境潮流下，我們應對領導者與部屬間的互動關係先有所瞭解，才能應用其相關的壓力進而的提升員工的工作表現。過去研究大多所探討的是領導者與部屬交換 (LMX)對一般工作態度之影響，對於敬業貢獻度之影響則尚未十分清楚，而此二者間關係是否會受到障礙型自我回報壓力及挑戰型自我回報壓力所影響亦尚鮮少被探討。有鑑於此，本研究試圖了解LMX與敬業貢獻度之間的關係，並進一步探討在不同類型的壓力下，是否會對於兩者間的關係有所影響。因此，本研究目的為：1. 探討LMX是否會對敬業貢獻度之正相關性是否達到顯著；2. 探討自我回報的壓力中，挑戰型自我回報壓力是否為LMX與敬業貢獻度間關係之中介效果；障礙型自我回報壓力是否為LMX與敬業貢獻度間公司的干擾效果。本研究採用問卷調查法，以封裝測試產業之員工為對象，所得之有效回收問卷共254份，有效回收率為85%，並使用SPSS統計軟體作為統計分析之工具，就樣本資料加以分析，分析結果顯示：LMX與敬業貢獻度間具有正向關係；自我回報壓力中，挑戰型壓力對LMX與敬業貢獻度間正向關係具有中介效果；自我回報壓力中，障礙型壓力對LMX與敬業貢獻度間正向關係具有干擾效果。最後依研究結論提出建議供實務界做為參考。 More and more attention in the corporate focus on leader and subordinate relationships between environment interaction trends, therefore interaction between leader and subordinate will be first understanded, to apply its related stress and thus enhance the performance of their staff. Most past studies have explored is the leader - member exchange (LMX) on the general attitude of the impact of its contribution for the dedication of the impact is not very clear, and this relationship will be between the two barrier-type self-reported stress and challenges influenced by self-reported stress has not yet been explored. This study attempts to identify: 1. The relationship between LMX and employee engagement; 2. The challenge stress of self-reported stress will be a mediator between the relationship of LMX and employee engagement; the hindrance stress of self-reported stress will be a moderator between the relationship of LMX and employee engagement.The subjects of this study were employees of Assembly and Testing of Semiconductor Industry. A questionnaire survey was used in this study. The effective questionnaires were 254 in total, with a response rate of 85%. The study adopted SPSS as the tools for statistical analysis. According to data analysis, the research result showed that LMX and employee engagement will be positive relationship; Challenge stress of self-reported stress will mediate the relationship between LMX and employee engagement; Hindrance stress of self-reported stress will moderate the relationship between LMX and employee engagement.
510 1 $a The Perspective of Self-Reported Stress on Relationship between Leader-Member Exchange and Employee Engagement: The Case of Assembly and Testing of Semiconductor Industry $z eng
610 0 $a 封裝測試產業 $a 領導者與部屬交換 $a 敬業貢獻度 $a 自我回報壓力
610 1 $a Leader - Member Exchange (LMX) $a Employee Engagement $a Self-Reported Stress
681 $a 008M/0019 $b 343425 2863 $v 2007年版
700 1 $a 徐 $b 昇達 $4 撰 $3 614414
712 0 2 $a 國立高雄大學 $b 亞太工商管理學系碩士班 $3 166023
801 0 $a tw $b NUK $c 20131004 $g CCR
856 7 $z 電子資源 $2 http $u http://handle.ncl.edu.tw/11296/ndltd/42879263013986994758