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    政大機構典藏 > 理學院 > 心理學系 > 學位論文 >  Item 140.119/159274
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/159274


    Title: 職場中的自我疼惜:認知彈性與情緒調節在其對適應性績效影響的中介機制,以及領導者同理心的調節角色
    Self-compassion at work: The mediating roles of cognitive flexibility and emotion regulation in its effect on adaptive performance, and the moderating role of leader empathy
    Authors: 詹佑茗
    Chan, Yu-Ming
    Contributors: 林姿葶
    Lin, Tzu-Ting
    詹佑茗
    Chan, Yu-Ming
    Keywords: 自我疼惜
    適應性績效
    認知彈性
    情緒調節
    領導者同理心
    自我調節理論
    self-compassion
    adaptive performance
    cognitive flexibility
    emotion regulation
    leader empathy
    self-regulation theory
    Date: 2025
    Issue Date: 2025-09-01 16:13:18 (UTC+8)
    Abstract: 自我疼惜為組織中重要的個人特質,無論是對於員工之生心理健康或工作態度與表現皆能帶來正向的影響。本研究立基於自我調節理論,探討自我疼惜對適應性績效之影響效果,並進一步檢驗認知彈性與情緒調節在其中所扮演的中介角色,及領導者同理心對此中介歷程之調節效果。本研究採用問卷調查法進行兩階段的施測,時間間隔2週,共回收325筆有效資料,並以調節式中介模式進行分析。研究結果顯示,自我疼惜對適應性績效具有顯著正向影響。當分別檢驗認知彈性與情緒調節的中介角色時,兩者皆呈現顯著部分中介效果;然而,當兩者同時納入模式進行檢驗時,僅認知彈性仍維持顯著的部分中介效果,顯示其在自我疼惜促進適應性績效的機制中扮演較為關鍵的角色。然而,領導者同理心的調節效果則皆未達顯著水準。整體而言,本研究擴展了過去自我疼惜在組織中的研究範疇,從個體生心理健康延伸至適應性績效,進一步釐清其促進適應性績效的關鍵中介機制,並提供員工與組織應對快速變動工作情境情的一個雙贏解方。
    Self-compassion is an important personal trait in organizations, bringing positive effects on both employees’ biopsychosocial well-being and their work attitudes and performance. Grounded in self-regulation theory, this study investigates the effect of self-compassion on adaptive performance, with a particular focus on the mediating roles of cognitive flexibility and emotion regulation, as well as the moderating effect of leader empathy on these mediation pathways. This study employed a two-wave survey method with a two-week interval between the two stages. A total of 325 valid responses were collected through a questionnaire survey, and the hypothesized moderated mediation model was tested. The results revealed that self-compassion positively predicts adaptive performance. When the mediating roles of cognitive flexibility and emotion regulation were examined separately, both showed significant partial mediation effects. However, when both were included in the model simultaneously, only cognitive flexibility remained a significant partial mediator, indicating that it plays a more critical role in the mechanism through which self-compassion enhances adaptive performance. However, the moderating effect of leader empathy was not significant. Overall, this study extends prior organizational research on self-compassion beyond its well-documented benefits from individual’s biopsychosocial well-being by elucidating its contribution to adaptive performance. The findings clarify the key mediating mechanisms by which self-compassion enhances adaptability and offer a promising dual-benefit strategy for both employees and organizations facing rapidly changing work environments.
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