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| 題 名 | 休閒運動體適能俱樂部員工在家個人資源、情感工作事件與工作投入的日誌法研究=A Diary Study on Employees' Personal Resources at Home, Affect Work Events and Work Engagement in Recreational Sport/Fitness Clubs |
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| 作 者 | 張家銘; 廖莉安; 柳立偉; 陳鴻文; | 書刊名 | 臺灣體育運動管理學報 |
| 卷 期 | 25:2 2025.12[民114.12] |
| 頁 次 | 頁68-95 |
| 分類號 | 528.9014 |
| 關鍵詞 | 運動中心; 正向情感; 負向情感; 資源保存理論; 縱貫資料; Sports center; Positive affectivity; Negative affectivity; Conservation of resources theory; Longitudinal data; |
| 語 文 | 中文(Chinese) |
| DOI | 10.6547/tassm.202512_25(2).0004 |
| 中文摘要 | 目的:本研究之目的在應用日誌法進行收集休閒運動體適能俱樂部員工每日在家個人資源、每日工作場所中的情感工作事件,以及每日工作投入資料。方法:共有191位休閒運動體適能俱樂部的員工,完成日誌法(diary method)10天的資料蒐集,資料經多層次結構方程模式來分析。結果:本研究發現:在個人內的層次,每日在家個人資源會正向影響正向情感工作事件的平均個人內在效果,每日在家個人資源會負向影響負向情感工作事件的平均個人內在效果,每日在家個人資源會正向影響工作投入的平均個人內在效果。正向情感工作事件會正向影響工作投入的平均個人內在效果,負向情感工作事件會負向影響工作投入的平均個人內在效果。在個人間的層次,在家個人資源會正向影響正向情感工作事件,在家個人資源會負向影響負向情感工作事件,在家個人資源會正向影響工作投入。正向情感工作事件會正向影響工作投入,負向情感工作事件會負向影響工作投入。結論:以上顯示在家個人資源及情感工作事件是影響員工工作投入的重要前因,此提供未來提升員工工作投入的理論與實務參考。創新性:在方法上的創新,本研究蒐集俱樂部員工10日的縱貫資料,採用多層次結構方程模式的統計技術來驗證模式,更清楚的了解個人內及個人間層面的影響。在理論上的貢獻是我們擴展了既存的個人如何在工作中會變成比較投入或比較不投入,並進一步將這種解釋擴展到家庭的領域,補充有關於家庭對個人的工作投入影響。 |
| 英文摘要 | Purpose: This study employed a diary method to collect data on employees' daily personal resources at home, daily affective work events, and daily engagement at work in recreational sport/fitness clubs. Methods: A structured questionnaire was completed by 191 recreational sport/fitness clubs' employees at recruitment, followed by a diary survey over 10 consecutive workdays. Data analyses involved multilevel structural equation modeling. Results: Results at the within-person level indicate that employees' daily personal resources at home were positively related to daily positive affective work events, negatively related to daily negative affective work events, and positively related to daily engagement at work. The daily positive affective work events were positively related to the daily engagement at work. The daily negative affective work events are negatively related to the daily engagement at work. At the between-person levels, employees' personal resources at home were positively associated with the positive affective work events, negatively associated with negative affective work events, and positively associated with engagement at work. Positive affective work events were positively associated with engagement at work. Negative affective work events are negatively associated with engagement at work. Conclusion: The above results indicate that personal resources at home and affective work events are important antecedents that affect employees' engagement at work. These findings provide important insights into the implications and applications for increasing employees' engagement at work in the future. Originality/value: Methodologically, this study collected longitudinal data from club employees over 10 days and employed multilevel structural equation modeling to validate the proposed model. This approach provides a clearer understanding of within-person and between-person influences. The theoretical contribution of this study lies in extending existing explanations of how individuals become more or less engaged in their work. Furthermore, it expands this perspective to the family domain, supplementing the understanding of how family influences an individual's work engagement. |
本系統中英文摘要資訊取自各篇刊載內容。