學位論文

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    The Relationships among Leader-Member Exchange, Employee Voice Behavior, Psychological Safety, and Gender: A Study in the Private Sector in El Salvador
    (2019) 狄曼姿; Barbara Marcela Mendez Diaz
    An organization in which employees are actively engaged in Employee Voice Behavior provides a competitive advantage for organizations in today’s highly competitive business world. The purpose of this study was to examine how high-quality interactions between leaders an employee’s affects how much employees are willing to engage in Employee Voice Behavior, whether Psychological Safety serves as a mediator in the relationship, and whether Gender serves as a moderator in said relationship. Extending from the well-known Leader-Member Exchange Theory (LMX), this study presents the hypothesis that supervisors who engage in high-level LMX practices have an effect on subordinates’ use of Employee Voice Behavior in which Psychological Safety mediates the relationship, and Gender moderates the relationship. This research study adopted a quantitative approach using an on-line survey questionnaire to collect data. The collected sample data was of 200 Salvadorian employees working in Finance, Customer Service and/or Sales department in the private sector from six different organizations. IBM SPSS 23.0 was used to run descriptive analysis, Pearson’s correlation analysis and hierarchical regression analysis. The results showed that Leader-Member Exchange is related to Employee Voice Behavior, that Psychological Safety partially mediates the relationship between LMX and Employee Voice Behavior, and that Gender does not moderate the relationship between LMX and Employee Voice Behavior.
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    探討職家衝突、滿意度、性別與性別意識形態作為中介因素之關係：以台灣員工為例
    (2016) 蔡佩琪; Tsai, Pei-Chi
    近年來，因為性別意識的興起使得女性工作環境產生變化。除了許多國家紛紛開始重視並改善女性的工作狀況與環境之外，女性議題也是現今的社會與職場上重要的課題之一。本研究目的是根據2012年中研院-台灣社會變遷調查的二手資料庫中探討職家衝突、滿意度、性別與性別意識形態。本研究採用台灣全職員工樣本並探討四個主要的問題：(1)職家衝突與滿意度之關係 (2)性別為調節因子與職家衝突和滿意度之關係 (3)性別意識形態為調節因子與職家衝突和滿意度之關係 (4)性別差異在職家衝突、滿意度與性別意識形態之關係。從中研院2012台灣社會變遷調查的數據中選出611筆資料為研究樣本。研究結果顯示職家衝突與滿意度存在顯著負相關，性別意識形態為調節因子與職家衝突和滿意度有顯著性，性別差異發生於職家衝突與性別意識形態。根據研究發現，本作者針對實務與學術研究提出許多建議。ㄧ個健全的人力資源功能會幫助員工平衡衝突、增加滿意度與提升工作績效並帶給組織利益。然而，本文中發現職家衝突與性別意識形態存在負相關和在台灣員工中性別差異並不存在於滿意度調查，希冀之後的研究者能提供更深層的研究與探討。