系統識別號 | U0002-1806201902011400 |
---|---|
DOI | 10.6846/TKU.2019.00534 |
論文名稱(中文) | 領導者幽默是助力還是阻力?探討員工情緒勞務與工作-家庭衝突對離職傾向之影響 |
論文名稱(英文) | Is Leader Humor a Boost or Obstacle? The Effects of Employee’s Emotional Labor and Work-family Conflict on Turnover Intention. |
第三語言論文名稱 | |
校院名稱 | 淡江大學 |
系所名稱(中文) | 企業管理學系碩士班 |
系所名稱(英文) | Department of Business Administration |
外國學位學校名稱 | |
外國學位學院名稱 | |
外國學位研究所名稱 | |
學年度 | 107 |
學期 | 2 |
出版年 | 108 |
研究生(中文) | 陳亭臻 |
研究生(英文) | Ting-Jen Chen |
學號 | 606610573 |
學位類別 | 碩士 |
語言別 | 繁體中文 |
第二語言別 | |
口試日期 | 2019-05-24 |
論文頁數 | 98頁 |
口試委員 |
指導教授
-
張雍昇(ebawu@yahoo.com.tw)
委員 - 張敬珣(chang.ch@ntnu.edu.tw) 委員 - 趙慕芬(cmf@mail.tku.edu.tw) |
關鍵字(中) |
情緒勞務 工作-家庭衝突 離職傾向 幽默 幽默風格 |
關鍵字(英) |
emotional labor work-family conflict turnover intention humor humor styles |
第三語言關鍵字 | |
學科別分類 | |
中文摘要 |
時代與科技的進度、人們的價值觀的改變,如今工作與家庭已成為大多數員工生活中的兩大中心,倘若員工無法調適工作上的負面情緒並將此情緒帶回到家庭中,無法在工作與家庭兩個領域之間取得平衡的話,必然會產生衝突進而引發許多後果,包括了想要離職的念頭。而幽默被視為一種有趣的社交方式,領導者幽默的使用通常被認為是一種溝通策略,其核心是領導者與員工分享有趣的事件以打算娛樂他們;但要是幽默沒有用在對的地方,將會被用於嘲笑員工並且對員工造成傷害。於是,本研究欲了解領導者幽默的使用,對於員工來說,是緩和情緒勞務及減少衝突的發生並降低離職的念頭,或是會造成反效果。 本研究主要探討服務業員工之情緒勞務、工作-家庭衝突以及離職傾向之間的關係,並將領導者幽默視為一個重要的角色,探討領導者的幽默風格使用是否會員工在工作以及家庭之間造成影響。本研究透過紙本與網路問卷發放,回收228份有效問卷,最終有效回收率約達84.44% (228/270),並利用SPSS統計軟體進行資料分析。研究結果顯示,本研究所提出之研究假說皆獲得支持。此外,本研究除了增進並整理有關情緒勞務、工作-家庭衝突、離職傾向以及領導者幽默等方面之文獻外,也提出領導者和員工在工作中應如何調適員工的情緒勞務,進而遞減員工的工作-家庭衝突與離職傾向產生的研究貢獻,以供日後可以作為參考依據。最後,本研究除了提出管理意涵之外,亦提出研究限制與未來研究方向。 |
英文摘要 |
The progress of times and technology and the change of people's values, work and family have become the two centers in most employees' lives now. If employees can't adjust negative emotions at work and bring this emotion back to family, they will be unable to strike a balance between work and family and inevitably lead to conflict and many consequences, including the desire to leave. However, humor is seen as a funny social way. The use of leader humor is often considered a communication strategy, the core of which is that leaders share interesting events to entertain employees; but if humor is not used in the right place, it will be used to mock and cause harm to employees. Therefore, the study wants to understand that the use of leader humor can ease emotional labor, reduce the occurrence of conflict and decrease the idea of leaving for employees or it will have a counter-effect? This study mainly explores the relationship with employees’ emotional labor, work-family conflict and turnover intention in service industry. In addition, this study regards leader humor as an important role in exploring whether humorous style leader uses have an impact on employees at work and at home. In this study, the approach of paper questionnaires and online questionnaires to investigate employees who work in service industry, and we have collected 228 valid questionnaires. This study found that all hypotheses have been supported. Overall, the contribution of this study improves the understanding of emotional labor, work-family conflict, turnover intention, and leader humor. Finally, in addition to the theoretical and management implications, this study also proposes research limitations and future research directions. |
第三語言摘要 | |
論文目次 |
目錄 目錄 I 表目錄 III 圖目錄 V 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的 5 第三節 研究流程 6 第二章 文獻探討 7 第一節 情緒勞務(emotional labor) 7 第二節 工作-家庭衝突(work-family conflict) 14 第三節 幽默感(sense of humor) 20 第四節 離職傾向(turnover intention) 29 第五節 研究假說 32 第三章 研究方法 37 第一節 研究架構 37 第二節 研究假說 38 第三節 研究變項與操作型定義 38 第四節 研究對象與範圍 45 第五節 統計分析之方法 45 第四章 資料分析與研究結果 48 第一節 研究環境 48 第二節 前導測試 51 第三節 敘述性分析 52 第四節 測量題項與信效度檢定 55 第五節 研究結果 62 第五章 結論與意涵 68 第一節 研究結果 68 第二節 理論意涵 69 第三節 實務意涵 71 第四節 研究限制與未來研究建議 72 參考資料 74 中文文獻 74 英文文獻 75 附錄1 前測問卷 87 附錄2 正式問卷 93 表目錄 表2-1 情緒勞務的定義 8 表2-2 情緒勞務的四種構面 10 表2-3 情緒勞務的四種構面 11 表2-4 工作-家庭衝突的定義 15 表2-5 工作-家庭衝突的三種類型 17 表2-6 幽默的定義 21 表2-7 幽默感的定義 22 表2-8 幽默風格架構-1 24 表2-9 幽默風格架構-2 25 表2-10 離職傾向的定義 29 表3-1 研究假說 38 表3-2 情緒勞務的問卷題項表 39 表3-3 工作-家庭衝突的問卷題項表 41 表3-4 領導者幽默的問卷題項表 43 表3-5 離職傾向的問卷題項表 44 表4-1 服務業的分類-1 48 表4-2 服務業的分類-2 49 表4-3 樣本基本資料分析 53 表4-4 驗證性因素分析 56 表4-5 情緒勞務之因素負荷量 57 表4-6 工作-家庭衝突之因素負荷量 58 表4-7 領導者幽默風格之因素負荷量 59 表4-8 離職傾向之因素負荷量 60 表4-9 各變數之平均數與標準差 60 表4-10 相關係數與AVE值平方根 61 表4-11 情緒勞務、工作-家庭衝突與領導者幽默風格之層級迴歸結果 63 表4-12 工作-家庭衝突與離職傾向之層級迴歸結果 64 表4-13 情緒勞務、離職傾向與領導者幽默風格之層級迴歸結果 66 表4-14 工作-家庭衝突對情緒勞務與離職傾向之影響 67 表5-1 研究結果成立與否 68 圖目錄 圖1-1 研究流程 6 圖3-1 研究架構 37 |
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