簡易檢索 / 詳目顯示

研究生: 郭勇呈
Yung-Cheng Kuo
論文名稱: The Relationship among Job Stress, Social Support and Affective Commitment: A Study on Employees of Nonprofit Organizations in Taiwan
The Relationship among Job Stress, Social Support and Affective Commitment: A Study on Employees of Nonprofit Organizations in Taiwan
指導教授: 張媁雯
Chang, Wei-Wen
學位類別: 碩士
Master
系所名稱: 國際人力資源發展研究所
Graduate Institute of International Human Resource Developmemt
論文出版年: 2012
畢業學年度: 100
語文別: 英文
論文頁數: 98
中文關鍵詞: 非營利組織工作壓力情感性承諾社會支持
英文關鍵詞: Nonprofit organizations, Job stress, Affective commitment, Social support
論文種類: 學術論文
相關次數: 點閱:294下載:13
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
  • Nowadays, human resources in nonprofit organizations become increasingly important. In this study, the research purpose was to examine the relationship among job stress, social support, and affective commitment in order to understand the job situations of employees of nonprofit organizations (NPOs) in Taiwan.
    A total of 156 employees in NPOs in Taiwan were examined to understand the relationship between job stress and affective commitment while regarding social support as a moderator. This study used three dimensions of scale to collect data regarding job situations of employees in NPOs in Taiwan. A pilot study, item analysis, internal consistency and expert reviews were used to improve validity and reliability of this study. In addition, the researcher conducted descriptive statistic, correlation analysis and hierarchical regression analysis to analyze hypotheses and examine the relationship among job stress, social support and affective commitment.
    The result confirmed that job stress was significantly and negatively related to the affective commitment. Moreover, social support was found to have a moderate effect on the relationship between job stress and affective commitment. The result of this research suggested that NPOs managers need to understand psychological situation of employees, and pay attention to the relationship of job stress, social support and affective commitment.

    Nowadays, human resources in nonprofit organizations become increasingly important. In this study, the research purpose was to examine the relationship among job stress, social support, and affective commitment in order to understand the job situations of employees of nonprofit organizations (NPOs) in Taiwan.
    A total of 156 employees in NPOs in Taiwan were examined to understand the relationship between job stress and affective commitment while regarding social support as a moderator. This study used three dimensions of scale to collect data regarding job situations of employees in NPOs in Taiwan. A pilot study, item analysis, internal consistency and expert reviews were used to improve validity and reliability of this study. In addition, the researcher conducted descriptive statistic, correlation analysis and hierarchical regression analysis to analyze hypotheses and examine the relationship among job stress, social support and affective commitment.
    The result confirmed that job stress was significantly and negatively related to the affective commitment. Moreover, social support was found to have a moderate effect on the relationship between job stress and affective commitment. The result of this research suggested that NPOs managers need to understand psychological situation of employees, and pay attention to the relationship of job stress, social support and affective commitment.

    Abstract.........................................................................................................................I Table of Contents......................................................................................... .........II List of Tables............................................................................................................IV List of Figures..........................................................................................................VI CHAPTER I. INTRODUCTION....................................................................................1 Background of the Study..............................................................................................1 Statement of the Problem...................................................................................................3 Research Purpose...................................................................................................4 Research Questions.................................................................................................5 Hypotheses of the Study..............................................................................................5 Significance of the Study.............................................................................................6 Delimitation.........................................................................................7 The Definition of Terms...............................................................................................7 CHAPTER II. LITERATURE REVIEW.......................................................................9 Nonprofit Organization................................................................................................9 Job Stress ....................................................................................................................11 Affective Commitment................................................................................................16 Job Stress and Affective Commitment........................................................................20 Job Stress, Affective Commitment and Demographic Characteristics……....................22 Job Stress, Social Support and Affective Commitment...............................................23 CHAPTER III. RESEARCH METHODS ...................................................................29 Research Framework and Hypotheses........................................................................29 Research Sample..........................................................................................................31 Research Approach..........................................................................................................31 Instrument..........................................................................................................37 Data Collection..........................................................................................................39 Validity and Reliability ...................................................................................................40 Data Analysis.............................................................................................................44 Research Procedure.....................................................................................................46 CHAPTER IV. RESULTS AND DISCUSSIONS.....................................................49 Descriptive Statistics........................................................................................................49 Correlation Relationship of Variables..............................................................................56 Relationship between Job Stress and Affective Commitment.........................................58 Moderating Effect of Social Support................................................................................64 Discussions.......................................................................................................................70 CHAPTER V. COUCLUSIONS AND RECOMMENDATIONS.........................73 Conclusions......................................................................................................................73 Recommendations............................................................................................................74 Research Limitation.........................................................................................................75 REFERENCES.....................................................................................................................77 APPENDIX A. QUESTIONNAIRE (ENGLISH VERSION).................................85 APPENDIX B. QUESTIONNAIRE (EXPERT REVIEW).....................................91 APPENDIX C. QUESTIONNAIRE (PEER REVIEW)...........................................93

    Ashcraft, K. L., & Kedrowicz, A. (2002). Self-direction or social support? Nonprofit empowerment and the tacit employment contract of organizational communication studies. Communication Monographs, 69(1), 88-110.
    Alatrsta, J., & James, A. (2004), Managing employee commitment in the non-for-profit sector. Personal Review, 33, 536.
    Antoniou, A., Polychroni, F., & Vlachakis, A. (2006). Gender and age differences in occupational stress and professional burnout between primary and high teachers in Greece. Journal of Managerial Psychology, 21(7), 682-690.
    Anton, C. (2009). The impact of role stress on workers’ behaviour through job satisfaction and organizational commitment. International Journal of Psychology, 44(3), 187-194.
    Becker, T. E., & Billings, R. S. (1993). Profiles of commitment: An empirical test. Journal of Organizational Behavior, 14, 177-190.
    Baron, R., & Kenny, D. A(1986). The Moderator, mediator variable distinction in social psychological research: Concpetual, strategic, and statistical consideration. Journal of Personality and Social Psychology, 51 (6), 1173-1182.
    Basini, S. & Buckley, F. (1997). Employee needs and expectation in the Irish voluntary sector. DCUBS Research, 24, 1-14.
    Brannin, L., & Feist, J. (2000). Health psychology: An introduction to behavior and health (4th ed.). Belmont, CA: Wadsworth Publishing.
    Brewer, E. W., & McMahon, J. (2003). Job stress and burnout among industrial education and technical teachers educators. Journal of Vocational Education, 28(2), 125-140.
    Brown, N. C., Prashantham, B. J., & Abbott, M. (2003). Personality, social support and burnout among human service professionals in India. Journal of Communuty & Applied Social Psychology, 13(4), 320-324.
    Balay, R. (2007). Predicting conflict management based on organizational commitment and selected demographic variables. Asia Pacific Education Review, 8(2), 321-336.
    Cartwright, S., & Cooper, C. (1997). Managing workplace stress. Thousand Oasks. CA: Sage.
    Cuskelly, G., & Boag, A. (2001). Organizational commitment as a predictor of committee member turnover among volunteer sport administrators: result of a time-lagged study. Sport Management Review, 4(1), 65-86.
    Chiu, Y. W. (2002). An approach to the issues and tactics of continuing education in social work institution. Community Development Journal, 99, 214-224 (Text: in Chinese).
    Caligiuri, P. M., & Lazarova, M. (2002). A model for the influence of social interaction and social support on female expatriates’ cross-cultural adjustment. Human Resource Management, 13(5), 761-772.
    Cartwright, S., &Cooper, C. L. (2002). ASSET: An organizational stress screening tool, robertson cooper limited and cubiks. London.
    Cross, C. L., & Ashley, L. (2007). Trauma and addiction: Implications for helping professional. Journal of Psychosocial Nursing, 45(1), 1-6.
    Chang, C. Y. (2010). The study of organizational commitment in nonprofit organizations- Take thesis of master and PHD as examples. Journal of Business Management, (2)-(3), 145-178 (Text: in Chinese).
    Chang, R. Y., Chen, A. S., Lin, C. S., & Shin, P. L. (2011). The mediating influence of organizational socialization in the relationship between mentoring functions and burnout. Journal of Human Resource Management, 11(2), 71-93 (Text: in Chinese).
    Dick, M. J. (1986). Burnout in nurse faculty: Relationship with management style, collegial support, and work load in collegiate programs. Journal of Professional Nursing, 2, 252-260.
    Drucker, P. F. (1992). Managing the non-profit organization: Principles and practices. Harper Collins Publisher.
    Diane V. K. (1996). Workplace attitudes, experiences and job satisfaction of social work administrators in nonprofit and public agencies: 1981 and 1989. Nonprofit and Voluntary Sector Quarterly, 25(1), 89-109. 1996 Sage Publications, Inc.
    Dollard, M. F., Winefield, H. R., Winefield, A. H., & Jonge, J. (2000). Psychological job strain and productivity in human service workers: A set of the demand-control-support model. Journal of Occupational and Organizational Psychology, 73. 501-510.
    Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands- resources model of burnout. Journal of Applied Psychology, 86, 499-512.
    Dewhurst, M., Guthridge, M., & Mohr, E. (2010). Motivating people: Getting beyond money. McKinsey Quarterly, 1, 12-15.
    Fontaine, G. (1986). Role of social support in overseas relocation: implications for intercultural training. International journal of International Relations, 10,361-378.
    Fabian, E. S., Edelman, A., & Leedy, M. (1993). Linking worker with Severe Disabilities to Social Supports in the Workplace: Strategies for Addressing Barriers. The Journal of Rehabilitation, 59(3). 29-35.
    Forst, N. (2003). Understanding family support: Theories, concepts and issues’ in Frost, N., Lloyd, A. and Jeffery, L. (eds), The RHP Companion to Family Support, Dorset Russell House Publishing.
    Frazier, P. A., Tix, A. P., & Barron, K. E. (2004). Testing moderator and mediator effects in counseling psychology research. Journal of Counseling Psychology, 51(1), 115-134, doi: 10.1037/0022-0167.51.1.115.
    Fornes, A. L., Rocco, T. S., & Wollard, K. K. (2008). Workplace commitment: A conceptual model developed from integrative review of the research. Human Resource Development Review, 7(3), 339-357.
    Guieford, J. P. (1965). Fundamental statistics in psychology education (4th ed.) New York: McGraw-Hill.
    Gorsuch, R. L. (1997). Exploratory factor analysis: its role in item analysis. Journal of Personality Assessment, 68(3), 532-560.
    Gindling, T. H. (2004). The compensation policy in nonprofit management: An agency theory perspective. Third-Sector Review, 2, 1-23. (Text: in Chinese).
    Glazer, S., & Beehr, T. A. (2005). Consistency of implications of three role stressors across four countries. Journal of Organizational Behavior, 26, 467-487.
    House, J. (1981). Work stress and social support. Reading, MA: Addisom-Wesley.
    Heller, K., Price, R. H. & Hogg, J. R. (1990). The role of social support in community and clinical interventions. In: Social Support: An International View (eds B. R. Sarason, I. G. Sarason & G. R. Pierce), 482-507. Wiley, New York.
    Hutchison, S. (1997). A path model of perceived organizational support. Journal of Social Behavior and Personality, 12, 159-174.
    Hsiao, H. H. (2000). Non-profit sector: organization and operating, Taipei, CHULIU publisher. (Text: in Chinese).
    Harvey, S., Kelloway, E. K., & Duncan, L. L. (2003). Trust in management as a buffer of the relationships between overload and strain. Journal of Occupational Health Psychology, 8, 306-315.
    Halbesleben, J. R. B., & Buckley, M. R. (2004). Burnout in organizational life. Journal of Management, 30(6), 859-879.
    Hamama, L. (2011). Differences between children’s social workers and adults’ social workers on sense of burnout, work conditions and organizational social support. The British Journal of Social Work, 41(7). doi:10.1093/bjsw/bcr135.
    Ivancevich, J. M., Matteson, M. T., Freedman, S. M., & Phillips, J. S. (1990). Work stress management interventions. American Psychologist, 45 (2), 252-261.
    Jayatna, S., & Chess, W. A. (1984). Job satisfaction, burnout, and turnover: A national study. Social Work, 29(5), 448-453.
    Johnson, J. V., & Hall, E. M. (1988). Job strain, workplace, social support, and Cardiovascular Disease: A cross-sectional study of random sample of the Swedich workin population. American Journal of Public Health, 1336.
    John, S., & Cooper, C. (2003). The construct validity of the ASSET stress measure. Stress and Health, 19. 181-185.
    Johnson, B., & Christensen, L. (2004). Educational research quantitative, qualitative & mixed approaches (2nd ed). USA: Pearson Education.
    Kahn, R., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). Occupational stress: Studies in role conflict and ambiguity. New York: Wiley.
    Karasek. R. (1979). Job demands, job decision latitude, and mental strain, implication for job resign. Administrative Science Quarterly, 24(2), 285.
    Kessler, R. C., Price, R. H., & Wortman, C. B. (1985). Social factors in psychopathology: stress, social support and coping processes. Annual Review of Psychology, 36, 531-572.
    Kahn, R.L., & Byosiere, O. (1992). Stress in organizations, in Dunnette, M. D. (Eds), Handbook of industrial and prganizational psychology. Vol.3, Consulting Psychologists Press, Palo Alto, CA, (pp.571-650).
    Kaplan, D. V. (1996). Workplace attitude, experience and job satisfaction of social work administrators in Nonprofit and public agencies: 1981 and 1989. Nonprofit and Voluntary Sector Quarterly, 25(1), 89-109.
    Koh, W. L., & Lim, C. (1996). Stress in social work: Testing a Singaporean sample. Research and Practice in Human Resource Management, 4(1), 25-41.
    Kerlinger, F. N., & Lee, H. B. (2000). Foundations of behavioral research (4th ed.) Forth Worth: Hartcourt College Publichers.
    Kidd, J. M., & Smewing, C. (2001). The role of the supervisor in career and organizational commitment. European Journal of Work and Organizational Psychology, 10, 25–40.
    Kathryn, M., & Grant, S. (2003). Skills and training in the nonprofit sector.CPRN research series on human resources in the nonprofit sector. Canadian Policy Research Networks, 69.
    Kim, H., & Stoner, M. (2008). Burnout and turnover intention among social workers: Effects of role stress, job autonomy, and social support. Administration in Social Work, 32(3), 5-25, doi: 10.1080/03643100801922357.
    Kuan, Y. Y. (2010). The study of service-style for the Third Sector- The characteristics of welfare service- style in Taiwan, center for the Third Sector, The research project of National Science Council. (Text: in Chinese).
    Kuo, Y. C., & Chang, W. W. (2011). Workplace training design in nonprofit organization. Proceeding of the New Paradigms of management: the 10th Annual Academic Conference, Taiwan TECH.
    Kuo, Y. C. (2011a). The investigation on voluntary sector training- A qualitative study of staffs in nonprofit organization in Taiwan, Proceeding of the Youth Vision Forum on adult education, Taiwan NKNU.
    Lahiry, S. (1994). Building commitment through organizational culture. Training and Development, 48 (4), 50-52.
    Leong, C. S., Furnham, A., & Cooper, C. L. (1996). The moderating effect of organizational commitment on the occupational stress outcome relationship. Human Relations, 49, 1345-1364.
    Laczo, R. M., & Hanisch, K. A. (1999). An examination of behavioral families of organizational withdrawal in volunteer workers and paid employees. Human Resource Management Review, 9(4), 453-477.
    Lu, L., Cooper, C. L., Kao, S. F., & Zhou, Y. (2003). Work stress, control beliefs and well-being in Greater China-An exploration of sub-cultural differences between the peoples’ republic of China and Taiwan. Journal of Managerial Psychology, 18 (6), 479-510.
    Lee, P. P. (2011). The establishment of organizational culture in non-profit organization, management of nonprofit organization. 1-318. Taiwan, TW: Press.
    Lin, Y. Y., Chen, S. C., & Chuang, H. T. (2011). The effect of organizational commitment on employee reactions to educational training: An evaluation using the Kirkpatrick four-level model. International Journal of Management, 28 (3), 926-938, (Text: in Chinese).
    Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89.
    Mueller, C. W., Wallance, J. E., & Price, J. L. (1992). Employee commitment: Resolvinf some issues, work and occupation, 19, 211-236. Doi: 10.1177/0730888492019003001
    Meyer, J.P., Allen, N.J. and Smith, C.A. (1993). “Commitment to the organization and occupations:extension and test of a three-component conceptualization”. Journal of Applied Psychology, 538-51.
    Maslach, C., & Leiter, M, P. (1997). The truth about burnout. San Francisco: Jossey Bass.
    Muchinsky, P. (1997). Psychology applied to work: An introduction to industrial and organizational psychology (5th Ed.). Pacific Grove, CA: Brookes/Cole Publishers.
    Moorman, R. H., Blakely, G. I., & Niehoff, B. P. (1998). Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behavior? Academy of Management Journal, 41, 331-357.
    Meyer, J. P., & Herscovitch, L., (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review,11,299-326.
    Moideenkutty, U., Blau, G., Kumar, R., & Nalakath, A. (2001). Perceived organization support as a mediator of the relationship of perceived situational factors to affective organizational commitment. Applied Psychology: an International Review, 50(4), 615-634.
    Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents,correlates, and consequences. Journal of Vocational Behavior, 61, 20–52.
    Muse, L. A., Harris, S. G., & Field, H. S. (2003). Has the inverted-U theory of stress and job performance had a fair test? Human Performance, 16, 349-364.
    Maslach, C., & Leiter, M. P. (2005). Reversing burnout: How to rekindle your passion for your work. Stanford Social Innovation Review, 42-49.
    Moxham, C., & Boaden, R. (2007). The impact of performance measurement in the voluntary sector: Indentification of contextual and processual factors. International Journal of Operations & Production Management, 27(8), 826-845.
    Michael, O., Court, O., & Petal, P. (2009). Job stress and organizational commitment among mentoring coordinators. International Journal of Educational Management, 23(3), 266-288.
    Nunnally, J. C. (1978). Psychometric theory, (2nd ed). New York: McGraw-Hill Company.
    NIOSH (2002). Quality of worklife module. General social survey. National Insititute for Occupational Safety and Health.
    Netting, F. E., O’ Commor, M. K., Thomas, M. L., & Yancey, G. (2005). Mixing and phasing of roles among volunteers, staff, and participants in faith-based programs. Nonprofit and Voluntary Sector Quarterly, 34, 179-205, DOI: 10.117710899764005275204.
    Pearson, R. E. (1990). Counseling and social support. London: Sage Publication.
    Price, R. H., & Hooijberg, R. (1992). Organizaiotnal exit pressure and role stress: Impact on mental health. Journal of Organizatoinal Behavior, 13(7).641-651.
    Peterson, M. F. et al. (1995). Role conflict, ambiguity and overload: A 21- nation study. The Academy of Management Journal, 38(2), 429-452.
    Pineda, A. (2011). The relationship of previous International experience, pre-departure cross cultural preparation, personality, social support and multicultural competence, (Unpublished master’s thesis) Graduate of IHRD, Taipei,1-66.
    Robbins, S. P. (1988). Essentials of organizational behavior, Englewood Cliffs, N.J.: Prentice Hall.
    Rodriguez, I., Bravo, N. J., Peiro, J., & Schaufeli, W. (2001). Support model, locus of control and job dissatisfaction: a longitudinal study. Work and Stress, 15(2), 97-114.
    Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affecitve commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825-836.
    Rafferty, A. E., & Griffin, M. A. (2004). Dimensions of transformational leadership: Conceptual and empirical extensions. The Leadership Quarterly, 15, 329–354.
    Rodriguez, C. M., & Brewer, E. W. (2005). Job stress among Hispanic professionals. Hispanic Journal of Behavioral Sciences, 27(4), 504-516.
    Rousseau, V., & Aube, C. (2010). Social support at work and affective commitment to the organization: The moderating effect of job resource adequacy and ambient conditions. The Journal of Social Psychology, 150(4), 321-340.
    Siegel, S. (1957). Nonparametric statistics, The American Statistician, 11(3), 13-19.
    Shumaker, S. A., & Brownell, A. (1984). Toward a theory of social support: Closing conceptual gap. Journal of Social Issues, 40, 11-36.
    Seetoo, D. H. (1999). The Operating management of non-profit organization. Taipei, Commonwealth Publishing Company (Text: in Chinese).
    Story, J., & Billingham, J. (2001). Occupational stress and social work. Social Work Education, 20(6), 659-670. doi: 10.1080/02615470120089843.
    Stinghamber, F., & Vandenberghe, C. (2003). Organizations and supervisors as sources of support and targets of commitment: A longitudinal study. Journal of Organizational Behavior, 24, 251–270.
    Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study, Journal of Organizational Behavior, 25, 293-315.
    Sanne, B., Mykletun, A., Dahl, A., Moen, B. E., & Tell, G. S. (2005). Testing the job-demand-control-support model with anxiety and depression as outcomes: The Hordaland health study, Occupational Medicine, 55, 463-473.
    Shepherd, L. (2010). Getting personal. Workforce management, 89(9), 24.
    Tsai, S. R. (2002). The current conditions and outlook of social work professional personnel on- the job training. Community Development Journal, 199-197 (Text: in Chinese).
    Frazier, P. A., Barron, K. E., & Tix, A. P. (2004). Testing moderator and mediator effects in counseling psychology research. Journal of Counseling Psychology, 51 (1), 115-134.
    Trimble, D. E. (2006). Organizational commitment, job satisfaction, and turnover, intention of missionaries. Journal of Psychology & Theology, 34(4), 349-360.
    Thomas, C. H., & Lankau, M. J. (2009). Preventing burnout: The effects of LMX and mentoring on socialization, role stress, and burnout. Human Resource Management, 48 (3), 417-432.
    The Ministry of the Interior, the Department Statistic (2010). Retrieved from: http://sowf.moi.gov.tw/stat/year/list.htm.
    Ugboro, I. (2006). Organizational commitment, job redesign, employee empowerment and intent to quit among survivors of restructuring and downsizing. Journal of Behavioral and Applied Management. Retrieved from:
    http://www/ibam.com/pubs/jbam/articles/vo17/no3/JBAM_7_3_1_Organizational_Commitment.pdf.
    Van Vianen, AEM. (2000). Person-organization fit: The match between newcomers’ and recruiters’ perceptions for organization cultures. Personnel Psychology, 53(1), 113-149.
    Vakola, M., & Nilolaou, I. (2005). Attitudes towards organizational change: What is the role of employees’ stress and commitment. Employee Relations, 27(2), 160-174.
    Wolf, T. (1990). Managing a nonprofit organization. New York: Fireside.
    Wayne, S.J., Shore, L. M., & Liden, R. L. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 10, 82-111.
    Whitener, E. M. (2001). Do high commitment human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling? Journal of Management, 27(5), 515-535.
    Worklife Report. (2003). The non-profit sector: struggling to make work pay. ABI/INFORM Global, 14(4), 10.
    Yousef, D. A. (2002). Job satisfaction as mediator of the relationship between role stressor and organizational commitment: A study from a cultural perspective. Journal of Managerial Psychology, 17(4), 250-266.
    Zimet, G. D., Dahlem, N. W., Zimet, S. G., & Faeley, G. K. (1988). The multidimensional scale of perceived social support, Journal of Personality assessment, 52(1), 30-41.
    Zain, A., & Gill, R. (1999). A psychometric assessment of Malay version of Mayer and Allen’s organizational commitment measure, Malaysian Management Review. Retrieved from http://www.eurojournal.com/ejss_13_4_12.pdf.
    Zhao, L., & Rashid, H. (2010). The mediating role of work-leisure conflict of job stress and retention of it professionals. Academy of Information and Management Sciences Journal, 13 (2), 25-40.

    下載圖示
    QR CODE