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|Abstract:||經濟發展促進社會的進步與富裕，人類開始注意身體與心理的健康。尤其是近年 來年輕一代逐漸占據職場重要地位，他們對幸福感的追求與重視也延伸到每日生活的職 場。組織相對也需要開始了解職場幸福感對員工的重要性以及如何營造組織使其有職場 幸福感的氛圍。 本研究擬進行三項與職場幸福感相關的跨文化研究來充分了解在全球化時代職場 幸福感所需具有的時代意義。第一項研究是職場幸福感來源的跨文化效度檢測 (Workplace Happiness Inventory) 的跨文化效度檢測，以質性評量職場幸福感的各項 來源是否適用於跨文化情境，然後由量化資料收集與分析檢測職場幸福感量表的信效 度。第二項研究將在臺灣進行職場幸福感的前因與結果實證研究，以轉換式領導與內外 控性格為前因，情感性承諾為結果，來探討職場幸福感的中介效果，並測試內外控性格 是否調節轉換式領導對職場幸福感的關係。第三項研究將在英國、泰國及印尼跨文化複 製職場幸福感的前因與結果實證研究。 本研究希望達到以下成果: 瞭解1)職場幸福感所需具有的國際化時代意義；2)臺 灣、英國、泰國及印尼等國家的員工職場幸福感的組成形態；3)主管的轉換式領導風格 如何影響不同文化社會員工的職場幸福感；4)員工的內外控性格如何影響不同文化社會 員工的職場幸福感；以及5)職場幸福感如何影響員工的情感性承諾。|
Economic development has pushed many societies to new wealth and prosperity in recent years, and people are putting more emphasis on physical as well as psychological health. Nowadays, the younger generation forms a stronger and larger group in the workplace, and they take happiness in work place very seriously. In accordance with the “happy-productive worker” assumption, it is crucial to understand what leads employees to a feeling of happiness in the workplace, also, how to create an organizational atmosphere that is conducive to employee happiness. This study proposes to conduct three related but independent studies on the topic of workplace happiness. The first study is the cross cultural validation of the Workplace Happiness Inventory. Quantitative pilot study of the workplace happiness inventory measurement will be conducted following a qualitative assessment of cross-cultural acceptance of the concepts presented in the workplace happiness inventory. The second study is an empirical study in Taiwan of the relationship between transformational leadership, workplace happiness and affective commitment, exploring the effect of locus of control as the moderator. The third study is to replicate the empirical study in Taiwan to samples in UK, Thailand, and Indonesia. This research hopes to contribute to the field of international management by promoting an understanding of: 1) the construct of workplace happiness in the international era 2) the general pattern of employees’ workplace happiness in Taiwan, UK, Thailand and Indonesia, 3) how managers’ leadership style contributes to the way employees in different society feel about their happiness in the workplace, 4) how personal locus of control contributes to the way employees in different society feel about their happiness in the workplace, and 5) affective commitment as the consequence of workplace happiness.
|Appears in Collections:||教師著作|
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