研究生: |
楊嬿菁 Yang, yen-ching |
---|---|
論文名稱: |
員工數位準備度、自我效能、工作敬業與適應性績效之關聯性研究─以臺北市某政府機關為例 The Correlation of Employee Digital Readiness, Self Efficacy, Work Engagement and Adaptive Performance—A Case Study of Public Sector in Taipei city |
指導教授: |
蕭顯勝
Hsiao, Hsien-Sheng 康雅菁 Kang, Ya-Chin |
口試委員: |
蕭顯勝
Hsiao, Hsien-Sheng 康雅菁 Kang, Ya-Chin 施貞仰 Shi, Zhen-Yang |
口試日期: | 2023/06/08 |
學位類別: |
碩士 Master |
系所名稱: |
科技應用與人力資源發展學系 Department of Technology Application and Human Resource Development |
論文出版年: | 2023 |
畢業學年度: | 111 |
語文別: | 中文 |
論文頁數: | 160 |
中文關鍵詞: | 數位準備度 、自我效能 、工作敬業 、適應性績效 |
英文關鍵詞: | digital readiness, self efficacy, work engagement, adaptive performance |
研究方法: | 調查研究 |
DOI URL: | http://doi.org/10.6345/NTNU202301343 |
論文種類: | 學術論文 |
相關次數: | 點閱:150 下載:0 |
分享至: |
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報 |
本研究旨在探究政府機關在推動數位化變革的過程當中,員工數位準備度、自我效能、工作敬業與適應性績效間的關聯影響。研究對象為臺北市某政府機關的員工,採 Google 線上表單問卷進行調查,有效問卷為 426 份,後續以 SPSS 23 統計軟體及 PROCESS V4.1 等執行數據描述性分析、差異性分析、相關分析、迴歸分析及中介效果驗證,研究結果整理如下:一、數位準備度對自我效能、工作敬業及適應性績效皆具有顯著性正向影響;二、自我效能對工作敬業及適應性績效具有顯著性正向影響;三、工作敬業對適應性績效具有顯著性正向影響;四、自我效能在數位準備度及適應性績效之間具有中介效果;五、工作敬業在數位準備度及適應性績效之間具有中介效果;六、自我效能及工作敬業在數位準備度與適應性績效間呈現遠程中介效果。依據研究結論提出實務管理的有效建議,供政府機關未來在推動數位轉型時的人力資源策略與應用之參考。
The study is aimed to exploring the correlation of employee digital readiness, self-efficacy, work engagement, and adaptive performance. The object of this research were public sector employees in Taipei city. Google online questionnaire was used. A total of 426 valid samples were obtained. The results of this study are as follows: 1. Digital readiness have significant impacts on self-efficacy, work engagement and adaptive performance. 2. Self-efficacy have significant impacts on work engagement and adaptive performance. 3. Work engagement has a significant impact on adaptive performance. 4. Self-efficacy plays a mediating role between digital readiness and adaptive performance. 5. Work engagement plays a mediating role between digital readiness and adaptive performance. 6. Self-efficacy and work engagement play serial mediating role between digital readiness and adaptive performance. It is expected the results of the study can provide human
resource practical management suggeestions for the public sectors while implementing digital transformation in the future.
行政院研究發展考核委員會(1997年11月)。電子化/網路化政府中程(87至89年度)推動計畫(無計畫編號)。
行政院研究發展考核委員會(2001年4月)。電子化政府推動方案(90至93年度)(無計畫編號)。
行政院經濟建設委員會(2005年)。挑戰2008,國家重點發展計畫(計畫編號:97010701)。
行政院研究發展考核委員會(2007年)。優質網路政府計畫(97至100年度)(無計畫編號)。
行政院研究發展考核委員會(2011年5月)。第四階段電子化政府計畫(101年至105年)(無計畫編號)。
吳明隆(2010)。論文寫作與量化研究。台北市:五南。
李雅琪(2016)。公務人員工作特性對工作倦怠與工作敬業之影響:工作輪調的干擾[未出版之碩士論文]。國立中山大學。
林欽榮(2017)。城市治理與智慧城市產業驅動臺北策略。國土及公共治理季刊,5(4),82-91。
林婉琦(2018年)。提升服務職能,公私協力打造臺北智慧城。政府機關資訊通報,352,1-5。
洪為璽、林君憶(2019年)。服務型智慧政府策略校準對政府績效影響之研究-資訊科技治理的調節效應。管理評論,38(3),63-86。https://doi.org/10.6656/MR.201907_38(3).CNI063
莊如松(2007)。適應性績效量表之發展及其與目標導向、前瞻人格之關係[未出版之博士論文]。國立政治大學。
陳復霞(2021年1月29日)。落實智慧便民服務成效里辦數位基礎建設先啟動。CTIMES。https://reurl.cc/9GOXjn
陳聰文(nd)。教育大辭書。國家教育研究院樂辭網。https://terms.naer.edu.tw/detail/3d7822d02b63ab9d104c81b4896ece6d/?startswith=zh
國家發展委員會(2021年9月16日)。數位政府計畫。https://www.ndc.gov.tw/Content_List.aspx?n=C531757D5FE32950
渠彩霞、王忠(2012)企業員工人格特質、一般自我效能感與適應性績效的關係研究。軟科學,4,101-105。
楊詔捷(2020)。主管領導風格、公務人員工作滿意度、自我效能及組織承諾相關性之探討-以某中央機關「公務人員職場評價調查」為例[未出版之碩士論文]。天主教輔仁大學。
黃煥榮、蔡秀涓、張筵儀(2017)。公部門面對世代差異之人力資源運用策略。考試院考銓研究報告,未出版。
詹文男(2020)。數位科技應用4.0:面對與科技共生的未來社會,你準備好了嗎?。天下雜誌。
遠見雜誌整合傳播部(2021年11月23日)。打造智慧城市!便民「台北通」、高效「TaipeiON」,讓北市府內外兼顧。遠見雜誌。https://www.gvm.com.tw/article/84280
臺北市政府(2021年2月)。臺北市後疫情時代產業數位轉型政策白皮書。https://reurl.cc/Rrj1Lx
臺北市政府(2023年3月31日)。什麼是台北通?台北通TAIPEI PASS。https://id.taipei/tpcd/about/what-is-taipeipass
臺北市政府衛生局(2020年12月)。北市聯醫實驗場域創新研發「疫情決策儀表板」榮獲國家新創獎。臺北市政府衛生局新聞稿。https://health.gov.taipei/News_Content.aspx?n=BB5A41BA1E6CA260&sms=72544237BBE4C5F6&s=0819F3B0E1F45709
臺北市政府衛生局(110年)。臺北市政府衛生局新冠肺炎covid-19疫苗接種預約系統。https://booking.health.gov.tw/Home/notyet
臺北市政府衛生局(110年4月)。智慧城市轉型&後疫情時代醫療科技新思維。臺北市政府衛生局新聞稿。https://health.gov.taipei/News_Content.aspx?n=BB5A41BA1E6CA260&sms=72544237BBE4C5F6&s=8E01AE85884B3377
臺北市政府衛生局(111年8月)2021臺北市衛生統計年報。臺北市政府衛生局。
臺北市政府教育局(2023年3月)。防疫不停學! 台北酷課雲。https://sites.google.com/view/cooc/
歐宜佩、陳信宏(2018)。近期數位轉型發展趨勢之觀察。經濟前瞻,178,94-99。
劍橋大學出版社(2022)。https://dictionary.cambridge.org/zht/%E8%A9%9E%E5%85%B8/%E8%8B%B1%E8%AA%9E-%E6%BC%A2%E8%AA%9E-%E7%B9%81%E9%AB%94/readiness
數位治理研究中心(2023年4月24日)。數位化政府大事紀。https://www.teg.org.tw/event/history.php?gid=2219&send=1
羅昌梅(2011)。組織變革不確定感、員工心理自尊與工作敬業心關係之研究[未出版之碩士論文]。國立成功大學。
Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The Journal of Applied Behavioral Science,44(1), 48-70.
Ashford, S. J., Lee, C., & Bobko, P. (1989), Content, cause, and consequences of job insecurity: A theory-based measure and substantive test. Academy of Management Journal, 32, (4), 803-829.
Bandura, A. (1977). Self-efficacy: Toward a Unifying Theory of Behavioral Chang. Psychological Review, 84(2), 191-215.
Bandura, A. (1986). Social foundations of thought and action, A social cognitive theory.Englewood Cliffs, Prentice -Hall.
Bandura, A. (1997). Self-efficacy: the exercise of control. Freeman.
Bhattacherjee, A., & Hikmet, N.(2007). Physicians’ Resistance toward Heal-thcare Information Technology: A Theoretical Model and Empirical Test. European Journal of Information Systems, 16(6),725-737.
Berarducci, A., & Lengacher, C. A. (1998). Self-efficacy: An essential component of advanced-practice nursing. Nursingconnections, 11(1), 55-67.
Bandura, A., & Wood, R. (1989). Effect of perceived controllability and per-
formance standards on self-regulation of complex decision making. Jour-nal of Personality and Social Psychology, 56, 805-814.
Barling, J., & Kelloway, E. K. (1996). Job insecurity and health: The moderating role of workplace control. Stress medicine, 12(4), 253-259.
Baharin, N.L., & Hanafi, W.N.W (2020). WORK READINESS SKILLS AND CAREER SELF EFFICACY: A CASE OF MALAYSIAN PRIVATE UNIVERSITY. European Proceedings of Social and Behavioural Sciences, 691-692. https://doi.org/10.15405/epsbs.2020.12.05.74
Borman, W. C., & Motowidlo, S. J.(1993). Expanding the criterion domain to include elements of contextual performance. Psychology Faculty Publications. https://digitalcommons.usf.edu/psy_facpub/1111
Cherniss, C. (1993). The role of professional self-efficacy in the etiology and amelioration of burnout. In W. B. Schaufeli, C. Maslach, & T. Marek (Eds.), Professional burnout: Recent developments in theory and research (pp.135-149). Taylor & Francis.
Chan, D. (2000). Conceptual and empirical gaps in research on individual adaptation at work. In C. L. Cooper & I. T. Robertson (Eds.). International review of industrial and organizational psychology, 15, 143-164. John Wiley & Sons.
Cooper, J. (2006). The digital divide: The special case of gender. Journal of Computer Assisted Learning, 22, 320-334. http://dx.doi.org/10.1111/j.1365-2729.2006.00185
Campbell, J. P.(1990). Modeling the Performance Prediction Problem in industrial and organizational psychology In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (pp.687-732). Consulting Psychologists Press.
Cordes, C. L., & Dougherty, T.W. (1993). A review and integration of research on job burnout. Academy of Management Review, 18, 621-656.
Caldwell, D. F., & O'Reilly, C. A. III. (1990). Measuring person-job fit with a profile-comparison process. Journal of Applied Psychology, 75 (6), 648-657. https://doi.org/10.1037/0021-9010.75.6.648
Compeau, D. R., & Higgins, C. A.(1995) self-efficacy: Development of a measure and initial test. MIS Quarterly, 19 (2), 189-211. http://doi.org/10.2307/249688
Cherian, J.,& Jacob. J. (2013). Impact of Self Efficacy on Motivation and Performance of Employees. International Journal of Business and Management, 8(14), 80-88. http://doi.org/10.5539/ijbm.v8n14p80
Christian, M. S., Garza, A. S., & Slaughter, J. E.(2011).Work engagement: A quantitative review and test of its relations with task and contextual per-formance. Personnel Psychology, 64 (1), 89-136.
Coffin, R. J., & MacIntyre, P. D. (1999). Motivational influences on computer-related affective states. Computer in Human Behavior, 15 , 549-569. http://dx.doi.org/10.1016/S0747-5632(99)00036-9
Charbonnier, V. A., Akremi, A. E., & Vandenberghe, C. (2010). A multilevel model of transformational leadership and adaptive performance and the moderating role of climate for innovation. Group & Organization Management, 35, 699-726. https://doi.org/10.1177/1059601110390833
Charbonnier, V. A., & Roussel, P. (2012). Adaptive performance: A new scale to measure individual performance in organizations. Canadian Jo-urnal of Administrative Sciences, 29, 280-293.
Demerouti, E., Bakker, A.B., Nachreiner, F., & Schaufeli, W.B. (2001). The job demands-resources model of burnout. Journal of Applied Psycholo-gy, 86(3), 499-512.
Feehan, P. F., & Johnston, J. A. (1999). The self-directed search and career self-efficacy. Journal of Career Assessment, 7(2), 145-159.
Gartner. (2017). 5 Levels of Digital Government Maturity. https://www.gartner.com/smarterwithgartner/5-levels-of-digital-government-maturity.
Ghitulescu, B. E. (2013). Making change happen the impact of work context on adaptive and proactive behaviors. The Journal of Applied Behavioral Science, 49, 206-245. https://doi.org/10.1177/0021886312469254
Gfrerer, A., Hutter, K., Fuller, J., & Strohle, T. (2021). Ready or not: managers’ and employees’ different perceptions of digital readiness. California Management Review,63(2), 23-48. https://doi.org/10.1177/0008125
Goštautaitė, B., & Bučiūnienė, I. (2015). The role of work characteristics in enhancing older employees’ performance: Evidence from a post-Soviet country. The International Journal of Human Resource Management, 26, 757-782.
Griffin, B., & Hesketh, B.(2003). Adaptable Behaviours for Successful Workand Career Adjustment, Autralia Journal of Psycology,55(2),65-73.
Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21 (2), 123-136.
Gist, M.E., Stevens, C.K., & Bavetta, A.G. (1991). Effects of self-efficacy and post-training intervention on the acquisition and maintenance of complex interpersonal skills. Personnel Psychology, 44(4), 837-861.
Horrigan, J. B. (2016). Digital Readiness Gaps. Pew Research Center. https://www.pewresearch.org/internet/2016/09/20/digital-readiness-gaps/
Hersey. P. (1984). The situational leader. Escondido, Center for Leadership Studies.
Hesketh, B., & Allworth, E. (1997). Adaptive performance : Updating the criterion to cope with change. Paper presented at the Second Australian industrial and Organizational Psychology Conference, Melbourne.
Hesketh, B., & Neal. A.(1999).Technology and performance. In D.R.Ilgen & D.E. Pulokos.(Eds.). The changing nature of performance:Implications for staffing motivation and development. Sanfrancicso, Jossey-Bass.
Harter, J. K., Schmidt, F. L., & Hayes, T. L.(2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
Hecht, T. D., & Allen, N. J. (2003). Person-job fit on the dimension of polychronicity: Examining links with well-being and performance. Paper presented at the Annual Academy of Management conference, Seattle, WA.
Hill, T., Smith, N. D., & Mann, M. F. (1987). Role of efficacy expectations in predicting the decision to use advanced technologies: The case of computers. Journal of Applied Psychology, 72, 307-313. http://dx.doi.org/10.1037/0021-9010.72.2.307
Johnson, J. W. (2001). The relative importance of task and contextual performance dimensions to supervisor judgments of overall performance. Journal of Applied Psychology, 86, 984-996.
Janowski, T. (2015). Digital government evolution:From transformation to contexualization. Government Information Quarterly, 32(3), 221-236. http://doi.org/10.1016/j.giq.2015.07.001
Jundt, D. K., Shoss M., & Huang J.L. (2015). Individual adaptive performance in organizations: A review. Journal of Organizational Behavior, 36, 53-71.
Katz, D. (1964). The motivational basis of organizational behavior. Behavioral Science, 9, 131-146.
Kahn. W. A. (1990). Psycological conditions of personal engagement and dis engagement at work. Academy of Management Journal, 33(4), 697-724.
Kim, N., & Kang, S.W. (2017) Older and more engaged:The mediating role of age-linked resources on work engagement. Human Resource Management, 56(5),731-746. http://dx.doi.org/10.1002/hrm.21802
Kinnunen, U., Mauno, S., Natti, J., & Happonen, M. (1999). Perceived job insecurity: A longitudinal study among Finnish employees. European Journal of Work and Organizational Psychology,8(2), 243-260.
Litt, M.D. (1988). Self-efficacy and perceived control: cognitive mediators of pain tolerance. Journal of personality and social psychology, 54(1), 149-160.
Liu, Z. A. (2016). Study on the development of structure model of engagem-ent for knowledge employee. Business management, 11, 65-69. http://dx.doi.org/10.13395/j.cnki.issn.1009-0061.2016.11.018
Lee, J. J., & Ok, C. M. (2015). Drivers of work engagement: An examination of core self-evaluations and psychological climate among hotel employees. International Journal of Hospitality Management, 44, 84-98. http://dx.doi.org/10.1016/j.ijhm.2014.10.008
London, M. & Mone, E. M. (1999). Continuous learning. In D. R. Ilgen & E. D. Pulakos (Eds.). The changing nature of performance: Implications for staffing, motivation, and development. San Francisco, Jossey-Bass. 119-153.
Lee, R. T. & Ashforth B. E. (1996). A Meta-Analytic Examination of the Correlates of the Three Dimensions of Job Burnout. Journal of Applied Psychology, 81(2), 123-133.
Li, X., Sanders, K., & Frenkel, S.(2012). How leader–member exchange, work engagement and HRM consistency explain Chinese Luxury Hotel employees’ job performance. International Journal of Hospitality Management,31,1059-1066.
Makki, B. I., Salleh, R., Memon, M. A., & Harun, H. (2015). The relationship between work readiness skills, career self-efficacy and career exploration among engineering graduates: A proposed framework. Research. Journal of Applied Sciences, Engineering and Technology, 10(9), 1007-1011.
May, D. R., Gilson, R, L., & Harter, L.M.(2004).The psychological conditions of meaningfulness, safety, and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1),11-37.
Macey W. H., & Schneider B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30.
Nguyen K., & Broekhuizen, T. (2022). Employee and Team Digital readiness:How to Get Employees and Teams Ready for Digital Transformation. Groningen Digital Business Centre. https://www.rug.nl/gdbc/white-paper-employee-and-team-digital-readiness.pdf
Nasution, R. A., Arnita, D., & Azzahra, D. F. (2021) Digital Readiness and Acceptance of Mobile Advertising. Australasian Marketing Journal, 29(1) 95-103.
Nasution, R. A., Rusnandi, L. S. L., Qodariah, E., Arnita D., & Windasari, N.A. (2018). The Evaluation of Digital Readiness Concept:Existing Models and Future Directions. The Asian Journal of Technology Management ,11(2), 94-117.
Parasuraman, A. (2000). Technology readiness index (TRI): a multiple-item scale tomeasure readiness to embrace new technology. Journal of Service Research 2(4), 307-320.
Prensky, M. (2001). Digital natives, digital immigrants (part 1). On the Horizon, 9(5), 1-6. https://doi.org/10.1108/10748120110424816
Pintrich, P. R. (1989). The dynamic interplay of student motivation and cogn-ition in the college classroom. In C. Ames & M. Maehr (Eds.). Advances in Motivation and Achievement: Motivation enhancing environments. 6, p.117-160.
Pintrich, P. R., & Schunk, D. H. (1996). Motivation in education: Theory, research, and applications. Englewood Cliffs, Merill Pretice-Hall.
Pulakos, E. D., Arad, S., Donovan, M. A., & Plamondon, K. E. (2000). Adaptability in the workplace: development of a taxonomy of adaptive performance. Journal of Applied Psychology, 85(4), 612-624.
Pulakos, E. D., Schmitt, N., Dorsey, D. W., Hedge, J. W., & Borman, W. C. (2002). Predicting adaptive performance:further tests of a model of adaptability. Human Performance, 15, 299-323.
Pajares, F., & Miller, M. D. (1994). Role of self-efficacy and self-concept bel-iefs in mathematical problem solving: A path analysis. Journal of Educational Psychology, 86 (2), 193-203. http://doi.org/10.1037/0022-0663.86.2.193
Pervin, L.A., Cervone, D., & John, O. (2005). Personality: Theory and research (9th ed.).John Wiley & Sons.
Rosen, L. D., Sears, D. C., & Weil, M. M. (1987). Computerphobia. Behavior Research Methods, Instruments, & Computers, 19(2), 167-179.
Riggs, M. L., Warka, J., Babasa, B., Betancourt, R., & Hooker, S. (1994). Development and validation of selfefficacyand outcome expectancy scales for jobrelated applications. Educational and Psychological Measurement, 54, 793-802.
Saks, A. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619. https://doi.org/10.1108/02683940610690169
Schunk, D. H.(1989). Self-efficacy and achievement behaviors. Educational Psychology Review,1 (3), 173-208. http://doi.org/10.1007/BF01320134
Scheider, B., Macey, W.H., Barbera, K.M., & Martin, N. (2009). Driving customer satisfaction and financial success through employee engagement. People & Strategy, 32, 22-27.
Solberg, E., Traavik, L. E. M., & Wong, S. I.(2020). Digital Mindsets: Recognizing and Leveraging Individual Beliefs for Digital Transformation. California Management Review,62.(4).,105-124.
Swanberg, J. E., McKechnie, S. P., Ojha, M. U., & James, J. B. (2011). Schedule control, supervisor support and work engagement: A winning combination for workers in hourly jobs? Journal of Vocational Behavior, 79 (3), 613-624.
Soomro, M. A., Hanafiah, M. H., & Abdullah, N. L. (2020). Digital Readiness Model:A Systemic Literature Review. An International Journal of Advanced Computer Technology,9(3), 3596-3605. https://www.researchgate.net/publication/340443785_DIGITAL_READINESS_MODELS_A_SYSTEMATIC_LITERATURE_REVIEW
Shoss M. K., Witt L. A., & Vera D. (2012). When does adaptive performance lead to higher task performance? Journal of Organizational Behavior, 33, 910-924.
Stumpf, S. A., Breif, A. P., & Hartman, K. (1987). Self-efficacy expectations and coping with career-related events. Journal of Vocational Behavior, 31, 91-108. http://dx.doi.org/10.1016/0001-8791(87)90037-6
Schaufeli, W.B., & Bakker, A.B. (2004). Job demands, job resources, and the-ir relationship with burnout and engagement:A multi-sample study. Journal of Organizational Behavior, 25, 293-315.
Schaufeli, W. B., Salanova, M., González-romá, V., & Bakker, A.B.(2002). The measurement of engagement and burnout: A two sample confirmatory analytic approach. Journal of Happiness Studies, 3(1): 71-92.
Tabrizi, B., Lam, E., Girard, K., & Irvin, V. (2019). “Digital Transformation Is Not About Technology.” Harvard Business Review,13(March), 1-6.
Tarafdar, M., Tu, Q., Ragu-Nathan, B. S., & Ragu-Nathan, T. S. (2007). The impact of technostress on role stress and productivity. Journal of Management Information Systems, 24(1), 301-328.
Van Scotter, J. R., & Motowidlo, S. J. (1996). Interpersonal facilitation and job dedication as separate facets of contextual performance. Journal of Applied Psychology, 81(4),525-531.
Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14, 121-141.
Xu, L., Guo, Y. J., & Wang, Y. (2013). Empirical research on engagement structure of manufacturing employees based on structural equation modeling. Management world, 6, 59-62. http://dx.doi.org/10.13529/j.cnki.enterprise.economy.2013.06.002