研究生: |
鄒雅棓 Ya-Pei Tsou |
---|---|
論文名稱: |
從工作敬業到家中另一伴的家庭敬業-溢出-橫向傳播模型之探討 Engagement Transfer from Workplace to Family:A Test of Spillover-Crossover Model |
指導教授: |
吳宗祐
Tsung-Yu Wu |
口試委員: |
張譯尹
Yi-Ying Chang 陳怡靜 Yi-Ching Chen |
學位類別: |
碩士 Master |
系所名稱: |
管理學院 - 企業管理系 Department of Business Administration |
論文出版年: | 2014 |
畢業學年度: | 102 |
語文別: | 中文 |
論文頁數: | 40 |
中文關鍵詞: | 工作敬業 、家庭敬業 、工作對家庭的豐富性 、溢出-橫向傳播模型 |
外文關鍵詞: | work engagement, family engagement, work-family enrichment, spillover-crossover model |
相關次數: | 點閱:606 下載:0 |
分享至: |
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報 |
關於敬業的傳遞效果,既有研究多以溢出效應(spillover effect)或橫向傳播(crossover)的觀點來探討。本研究試圖以合併上述兩者的溢出-橫向傳播模型(spillover-crossover model),探討員工工作敬業如何從工作場域傳遞到家庭場域中,促使其產生家庭敬業,進而影響家中另一伴(夫/妻)的家庭敬業。本研究採用問卷調查法,以台灣地區夫妻為研究對象,共回收有效問卷270份。經分析研究結果顯示:(1)夫/妻的工作對家庭的豐富性在夫/妻的工作敬業與夫/妻的家庭敬業的關係中具有中介效果;(2)夫/妻的家庭敬業對另一伴(妻/夫)的家庭敬業具有正向預測效果;(3)夫/妻的工作敬業會藉由工作對家庭的豐富性與夫/妻的家庭敬業傳播到另一伴(妻/夫)的家庭敬業。最後,本研究根據上述研究結果提出相關的討論與後續研究建議。
Part research on the transfer effect of engagement mainly focused on either spillover effect or crossover effect. The purpose of this study is to integrate these two effects and use spillover-crossover model to investigate how employees’ work engagement spills over from work domain to family domain which in turn crosses over to partners’ family engagement. We used questionnaire survey to conduct the study. Participants who volunteered to take part in the study were couples working in a variety of occupations in Taiwan. Of the 300 questionnaires distributed, 270 were returned completed. The results of structural equation modeling showed that husband /wife’s work-family enrichment mediated the relationship between husband / wife’s work engagement and husband/wife’s family engagement. The results also revealed that husband/wife’s family engagement and wife/husband’s family engagement had a positive correlation. Finally, the relationship between husband/wife’s work engagement and wife/husband’s family engagement was mediated through husband/wife’s work-family enrichment and husband/wife’s family engagement.
邱嘉民(2013)。工作者職場無禮感受對配偶幸福感之影響。國立高雄師範大學人力與知識管理研究所碩士論文。
蕭文龍(2007)。多變量分析最佳入門實用書。台北市:碁峰。
黃芳銘(2006)。結構方程模式:理論與應用。台北市:五南。
張火燦、劉嘉雯、黃名楊(2010)。職場靈性影響工作家庭平衡之研究:整合模式的驗證。台灣管理學刊,10(1),79-102。
羅又萱(2009)。探討正負向人格特質、工作家庭衝突與工作家庭增益的關係。國立台灣科技大學企業管理所碩士論文。
張媛媛(2013)。工作特徵對工作生活滿意度的影響:工作—家庭增益的中介作用。華東理工大學碩士論文。
黃倩茹(2005)。魚與熊掌可兼得嗎?新聞記者工作與非工作領域間角色衝突研究。輔仁大學大眾傳播學研究所碩士論文。
Anderson, S. E., Coffey, B. S., & Byerly, R. T. (2002). Formal organizational initiatives and informal workplace practices:Links to work-family conflict and job-related outcomes. Journal of Management, 28(6), 787-810.
Aryee, S., Srinivas, E. S., & Tan, H. H. (2005). Rhythms of life: Antecedents and outcomes of work-family balance in employed parents. Journal of Applied Psychology, 90(1), 132-146
Bakker, A. B., & Demerouti, E. (2009). The crossover of work engagement between working couples: A closer look at the role of empathy. Journal of Managerial Psychology, 24(3), 220-236.
Bakker, A. B., & Schaufeli, W. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29(2), 147-154.
Bakker, A. B., Westman, M., & van Emmerik, I. J. H. (2009). Advancements in crossover theory. Journal of Managerial Psychology, 24(3), 206-219.
Bakker, A. B., Demerouti, E. & Schaufeli, W. B. (2005). Crossover of burnout and work engagement among working couples. Human Relations, 58(5), 661-689.
Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work and Stress, 22(3), 187-200.
Bakker, A.B., Shimazu, A., Demerouti, E., Shimada, K. & Kawakami, N. (2014). Work engagement versus workaholism: a test of the spillover-crossover model. Journal of Managerial Psychology, 29(1), 63-80
Bakker, A. B., & Xanthopoulou, D. (2009). The crossover of daily work engagement: Test of an actor–partner interdependence model. Journal of Applied Psychology, 94(6), 1562-1571.
Barsade, S.G. (2002).The ripple effect: emotional contagion and its influence on group behavior. Administrative Science Quarterly, 47(4), 644–675.
Bliese, P. D. (2000). Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis. In K. J. Klein, & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions: 349-381. San Francisco, CA: Jossey-Bass.
Bryk, A. S., & Raudenbush, S. W. (1992). Hierarchical linear models: Application and data analysis methods. Newbury Park, CA: Sage.
Brislin, R.W. (1980). Translation and Content Analysis of Oral and Written Material. In: H.C. Triandis and J.W. Berry (eds.), Handbook of Cross-Cultural Psychology, (vol. 2, pp. 389-444). Boston: Allyn & Bacon.
Carlson, D. S., Kacmar, K. M., Wayne, J. H., & Grzywacz, J. G. (2006). Measuring the positive side of the work–family interface: Development and validation of a work–family enrichment scale. Journal of Vocational Behavior,68(1), 131-164.
Cooklin, A. R., Westrupp, E., Strazdins, L., Giallo, R., Martin, A., & Nicholson, J. M. (2014). Mothers' work–family conflict and enrichment: associations with parenting quality and couple relationship. Child: care, health and development. New York:John Wiley & Sons Ltd.
Crouter, A. C. (1984). Spillover from family to work: The neglected side of the work-family interface. Human Relations, 37(6), 425-442.
Chen, Z., & Powell, G. N. (2012). No pain, no gain? A resource-based model of work-to-family enrichment and conflict. Journal of Vocational Behavior, 81(1), 89-98.
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89-136.
Culbertson, S. S., Mills, M. J., & Fullagar, C. J. (2012). Work engagement and work-family facilitation: Making homes happier through positive affective spillover. Human Relations, 65(9), 1155-1177.
Edwards, J. R., & Rothbard, N. P. (2000). Mechanisms linking work and family: Clarifying the relationship between work and family constructs. Academy of Management Review, 25(1), 178-199.
Engelbrecht, S. (2006). Motivation and burnout in human service work:The case of midwifery in Denmark (Unpublished doctoral dissertation).Roskilde University, Roskilde, Denmark.
Ernst Kossek, E., & Ozeki, C. (1998). Work–family conflict, policies, and the job–life satisfaction relationship: A review and directions for organizational behavior–human resources research. Journal of Applied Psychology, 83(2), 139-149.
Gardner, D. G., Dunham, R. B., Cummings, L. L., & Pierce, J. L. (1989). Focus of attention at work: construct definition and empirical validation. Journal of Occupational Psychology, 62(1), 61-77.
Goffman, E. (1961).Encounters: Two studies in the sociology of interaction. Indianapolis: Bobbs-Merrill.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76-88.
Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work-family enrichment. Academy of Management Review, 31(1), 72-92.
Gutek, B. A., Searle, S., & Klepa, L. (1991). Rational versus gender role explanations for work-family conflict. Journal of Applied Psychology, 76(4), 560-568.
Hatfield, E., Cacioppo, J.T., & Rapson, R.L. (1994). Emotional contagion. New York: Cambridge University Press.
Halbesleben, J. R. B., Harvey, J., & Bolino, M. C. (2009). Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family. Journal of Applied Psychology, 94(6), 1452-1465.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
Hennig-Thurau, T., Groth, M., Paul, M., & Gremier, D. D. (2006). Are all smiles created equal? How emotional contagion and emotion labor affect service relationships. Journal of Marketing, 70(3),58-73.
Hu, L. T., & Bentler, P. M. (1995). Evaluating model fit. In R. H. Hoyle (Ed.). Structural equation modeling: Concepts, issues, and applications (pp. 76-99). London, UK: Sage.
Judge, T. A., Boudreau, J. W., & Bretz, R. D. (1994). Job and life attitudes of male executives. Journal of Applied Psychology, 79(5), 767-782.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724.
Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D. & Rosenthal, R. A. (1964). Organizational stress: Studies in role conflict and ambiguity. New York: Wiley.
Kalleberg A.L., & Rosenfeld R.A., (1990). Work in the family and in the labor market: A cross-national, reciprocal analysis. Journal of Marriage and the Family, 52(2), 331-346.
Kenny, D. A., & Judd, C. M. (1986). Consequences of violating the independence assumption in analysis of variance. Psychological Bulletin, 99 (3), 422-431.
Kelloway, E. K. (1998). Using LISREL for Structural Equation Modeling:A Researcher's Guide. Thousand Oaks, CA: Sage.
Lazarus, R.S. (1991).Emotion and adaptation. New York: Oxford.
Macey, W., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1(1), 3-30.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37.
McNall, L. A., Nicklin, J. M., & Masuda, A. D. (2010). A meta-analytic review of the consequences associated with work–family enrichment. Journal of Business and Psychology, 25(3), 381-396.
Nunnally, J.C., & Bernstein, I.H. (1994). Psychometric theory (3rd ed.). New York : McGraw-Hill.
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
Preacher, K. J., & Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879-891.
Rothbard, N. R, and J. M. Brett (2000). Promote equal opportunity by recognizing gender differences in the experience of work and family. In E.A. Locke (ed.).The Blackwell Handbook of Principles of Organizational Behavior(pp.389-403). Oxford: Blackwell.
Rothbard, N. P. (2001). Enriching or depleting? The dynamics of engagement in work and family roles. Administrative Science Quarterly, 46(4), 655-684.
Rodriguez-Munoz, A., Sanz-Vergel, A. I., Demerouti, E., & Bakker, A. B. (2013). Engaged at work and happy at home: a spillover–crossover model. Journal of Happiness Studies, 15(2) 1-13.
Salanova, M., Agut, S., & Peiro’, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: The mediation of service climate. Journal of Applied Psychology, 90(6), 1217-1227.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behavior, 25(3), 293-315.
Schaufeli, W.B. & Bakker, A.B. (2010). The conceptualization and measurement of work engagement. In A.B. Bakker & M.P. Leiter (Eds.), Work engagement: A handbook of essential theory and research (pp. 10-24). New York: Psychology Press.
Siu, O. L., Lu, J. F., Brough, P., Lu, C. Q., Bakker, A. B., Kalliath, T., & Shi, K. (2010). Role resources and work–family enrichment: The role of work engagement. Journal of Vocational Behavior, 77(3), 470-480.
Voydanoff, P., & Donnelly, B. W. (1989). Work and family roles and psychological distress. Journal of Marriage and the Family, 51(4),923-932.
Wayne, J. H., Musisca, N., & Fleeson, W. (2004). Considering the role of personality in the work–family experience: Relationships of the big five to work–family conflict and facilitation. Journal of Vocational Behavior, 64(1), 108-130.
Wayne, J. H., Randel, A. E., & Stevens, J. (2006). The role of identity and work–family support in work–family enrichment and its work-related consequences. Journal of Vocational Behavior, 69(3), 445-461.
Westman, M. (2001). Stress and strain crossover. Human Relations, 54(6), 717-751.
Westman, M. (2006). Models of work-family interactions: Stress and strain crossover. In R. K. Suri (Ed.), International encyclopedia of organizational behavior (pp. 498-522). New Delhi: Pentagon Press.
Westman, M., Etzion, D., & Chen, S. (2009). Crossover of positive experiences from business travelers to their spouses. Journal of Managerial Psychology, 24(3), 269-284.
Youssef, C., & Luthans, F. (2007). Positive organizational behavior in the workplace: The impact of hope, optimism, and resilience. Journal of Management, 33(5), 774-800.