積極人格、個人與工作適配對自我效能與工作熱情之影響─以職家衝突為調節變項

Abstract

受到全球化浪潮及經濟衰退的影響，導致企業經營更加困難。無法 持續以有形的資產獎勵員工，此時無形資產的激勵顯得更為重要，「提 升員工工作熱情」絕對是一項重要的支持力量，因此，組織的經營者與 人資工作者透過瞭解影響工作熱情之原因，針對這些項目進行管理和改 善，進而達成有效提升員工之工作熱情。 本研究主要系在探討積極人格、個人與工作適配與工作熱情之間的 相關性，並以自我效能為中介變項，運用層級迴歸來分析自我效能在積 極人格、個人與工作適配與工作熱情之間的中介效果，以及以職家衝突 為調節變項，分析職家衝突於自我效能與工作熱情之間是否具有調節效 果。本研究對象為金融壽險產業之業務人員，採用抽樣方式以網路問卷、 E-mail、郵寄及委託人力發送問卷來進行實證資料的蒐集，總共回收了 507 份有效樣本。 研究結果發現：(1)積極人格對自我效能具有正向影響，(2)個人與工 作適配對自我效能具有正向影響，(3)積極人格對工作熱情具有正向影響， (4)個人與工作適配對工作熱情具有正向影響，(5)自我效能對工作熱情具 有正向影響，(6)自我效能於積極人格與工作熱情間具部分中介效果，(7) 自我效能於個人與工作適配與工作熱情間具部分中介效果，(8)職家衝突 於自我效能與工作熱情間不具調節效果。則本研究之結果，以期許能作 為企業管理者及人力資源管理人員在招募甄選和管理方面，有效的參考 指標，最後達到提升全體組織成員之工作熱情，因而為組織帶來更多收 益。

Confronting with the impact of globalization and recession, which lead to businesses operating difficulty. When businesses can’t continue to reward employees with tangible assets, it is even more significant that they inspire employees with intangible assets. To enhance staff enthusiasm is definitely an important supports. Hence, the organization's business and human capital workers affect the enthusiasm for the work through an understanding of the reasons for these project management and improvement thus achieve effective to enhance the enthusiasm of the staff. This study aims to examine the correlation among mentoring functions, i Proactive personality, person-environment and job passion. Self-efficacy is served as the mediation variable. Hierarchical regression is used to analyze the mediation effect coming from Self-efficacy in proactive personality, person-environment and job passion. Meanwhile, Work/Family conflict is the moderator variable to analyze the effects between self-efficacy and job passion. The object of this study is the employees of financial industry and employees of insurance industry. The empirical data are collected by E-mail and mail. The total of the valid samples are 507. The results showed: (1) Proactive personality has a positive impact on self-efficacy. (2) Person-environment has a positive impact on self-efficacy. (3) Proactive personality has a positive impact on job passion. (4) Person-environment has a positive impact on job passion. (5)Self-efficacy has a positive impact on ob passion. (6)The mediation of self-efficacy in Proactive personality effecting on job passion is only partial. (7)The mediation of self-efficacy in Person-environment effecting on job passion is only partial. (8)Work/Family conflict has no moderating effects on self-efficacy influencing job passion. We hope that the results can be applied as a useful reference for corporate managers and human resource managers in the recruitment selection and management. In the end, we can enhance the enthusiasm of all members of the organization, and generate more revenue for the organization