南華大學機構典藏系統:Item 987654321/18328
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    請使用永久網址來引用或連結此文件: http://nhuir.nhu.edu.tw/handle/987654321/18328


    題名: 工作特性、自我效能、心流經驗及工作績效關聯性之研究
    其他題名: A STUDY OF THE RELATIONSHIPS AMONG JOB CHARACTERISTICS, SELF-EFFICACY, FLOW EXPERIENCE AND JOB PERFORMANCE
    作者: 黃郁樺
    Huang, Yu-hua
    貢獻者: 企業管理系管理科學碩博士班
    褚麗絹
    Li-chuan Chu
    關鍵詞: 工作特性;自我效能;工作績效;心流經驗
    Job Characteristics;Self-efficacy;Flow Experience;Job Performance
    日期: 2011
    上傳時間: 2015-01-20 14:12:49 (UTC+8)
    摘要: 　　本研究以台灣營收前一千大之製造業之各工作部門員工為問卷調查對象，探討工作特性、自我效能及心流經驗對企業員工工作績效之影響，並分析上述變項之間的關係。經統計分析發現，工作特性的「工作技能多樣與完整性」、「工作自主與回饋性」構面對心流經驗有顯著影響；工作特性的三個構面均對工作績效之「工作優質化」有顯著的影響；工作特性的「工作技能多樣與完整性」、「工作自主與回饋性」對工作績效之「工作效率化」構面，亦有顯著的影響；心流經驗對工作績效的兩個構面皆有顯著的影響。此外，本研究驗證心流經驗於工作特性與工作績效之間確有中介影響效果；以及驗證自我效能於工作特性與心流經驗之間確有調節效果，即當員工的自我效能較高時，發生心流經驗較為頻繁，反之，低自我效能的員工產生心流經驗的頻率則較低，但自我效能高、低兩組皆對心流經驗有顯著影響。
    　　This study discussed how job characteristics, self-efficacy and flow experience affect the job performance toward employees working at corporations, which the relation between the above variables was analyzed. The subjects for the questionnaire survey were selected among different divisions from Taiwan’s top-thousand manufacturing industries. Results by statistical analysis showed that the dimensions of “diversity and integrity of working skills” and “job autonomy and feedback” in job characteristics had a significant effect to flow experience; three dimensions in job characteristics had a significant effect to the “work optimization” in job performance; significant effects were also shown with “diversity and integrity of working skills” and “job autonomy and feedback” in job characteristics to “work efficiency” dimension in job performance; and flow experience showed to had a significant effect to both of the job performance dimensions. In addition, the study verified that flow experience truly showed to have an intervention influence between job characteristics and job performance, also verifying that self-efficacy truly had a moderating effect between job characteristics and flow experience. In other words, when employees had a higher self-efficacy, the occurrence of flow experience was more frequent. On the other hand, employees with low self-efficacy produced flow experience at lower frequency rates. However, the high and low self-efficacy groups both showed to have a significant effect toward flow experience.
    顯示於類別:[企業管理學系(管理科學碩/博士班,非營利事業管理碩士班)] 博碩士論文-管理科學碩博士班

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