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    政大機構典藏 > 理學院 > 心理學系 > 學位論文 >  Item 140.119/131103
    Please use this identifier to cite or link to this item: http://nccur.lib.nccu.edu.tw/handle/140.119/131103


    Title: 挑戰性工作經驗與職涯成功──壓力思維觀點之研究
    Challenging job experiences and career success: a perspective of stress mindset
    Authors: 劉凡瑩
    Liu, Fan-Ying
    Contributors: 郭建志
    Kuo, Chien-Chih
    劉凡瑩
    Liu, Fan-Ying
    Keywords: 挑戰性工作經驗
    個人資源
    壓力思維
    職涯成功
    Challenging job experiences
    Personal resources
    Stress mindset,
    Career success
    Date: 2020
    Issue Date: 2020-08-03 17:56:43 (UTC+8)
    Abstract: 挑戰性工作經驗強調透過指派員工高於現階段能力的工作任務,促使其在問題解決的過程中進行學習並提升自己的知識與能力。挑戰性工作經驗過去被強調能帶來許多正向的影響,然而,近年的研究也逐漸注意到具挑戰性工作經驗的工作任務作為一種挑戰型壓力源,對個體造成負向影響的可能性。面對挑戰性工作經驗帶來的分歧影響,過去雖然也曾從壓力的角度進行探討,並提出採取不同壓力因應策略或調整壓力來源來改善挑戰性工作經驗的負面影響,然而,卻往往忽略了個體根本上如何看待壓力,也就是其抱持的工作壓力思維,可能才是影響後續壓力反應與結果的關鍵。本研究嘗試從壓力思維的觀點出發,探討個體面對工作壓力抱持正向壓力思維時,是否能使挑戰性工作經驗對個人資源帶來正向提升,並且當個人在該職涯中獲得較多個人資源時,是否會反應在職涯成功的達成上。本研究採用問卷調查法,以台灣企業工作年資滿半年之正職員工為研究樣本,進行兩階段網路問卷施測。第一階段共回收673份問卷,第二階段共回收有效樣本396份,有效回收率約59%。研究結果顯示,挑戰性工作經驗與員工工作壓力思維之交互作用在預測員工之個人資源上並無顯著效果;但員工之個人資源確實能夠正向預測其職涯成功。而在額外分析中,發現挑戰性工作經驗不僅正向影響員工組織自尊,更會透過組織自尊的增加提升其職涯成功。最後,本研究針對結果進行討論,並說明研究貢獻、研究限制與未來研究方向。
    Challenging job experiences (CJE) refer to assigning work activities which beyond employees’ current competences to motivate employees to think about current situations in alternative ways, or to develop their knowledge and ability initiatively through solving challenging work situations. While most of the past research emphasized on the bright side of CJE, some argued about the negative influences on employees based on the transactional stress theory, which suggested alleviating negative consequences of CJE through positive stress coping strategies or adapting to stressors directly. This study tries to raise awareness on the individual’s belief on stress, also known as stress mindset, and proposes a mediated moderation model of CJE. The model examines whether the interaction effect of CJE and employees’ stress mindset of job is associated with employees’ personal resources and the distinctive mediated moderation effect may further help employees achieve career success. Sample of 396 Taiwan full-time employees with total tenure above 6 months were collected through two-wave questionnaires, which yields 59% of valid response rate, the results indicate that personal resources can predict career success significantly. However, the stress mindset on job doesn’t show expectant moderating effect, thus fails to validate the mediated moderation model. The present study also conducts additional analysis and finds out that organizational-based self-esteem mediates the relationship between CJE and career success. Finally, research contributions, limitations and future research directions are discussed.
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    Description: 碩士
    國立政治大學
    心理學系
    107752005
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0107752005
    Data Type: thesis
    DOI: 10.6814/NCCU202001091
    Appears in Collections:[心理學系] 學位論文

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