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碩士 === 國立中央大學 === 企業管理學系 === 101 === Work performance is affected by employees’ positive psychology and personality. This study explores the relationship among psychological capital, proactive personality, negative feedback- seeking behavior, and performance. This study adopts the in-dyad method to...
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Online Access: | http://ndltd.ncl.edu.tw/handle/70398405584967224693 |
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ndltd-TW-101NCU051210722015-10-13T22:34:49Z http://ndltd.ncl.edu.tw/handle/70398405584967224693 none 正向心理資本與前瞻性人格對負向回饋探詢行為與工作績效之影響 Tan-Hsuan Huang 黃丹璿 碩士 國立中央大學 企業管理學系 101 Work performance is affected by employees’ positive psychology and personality. This study explores the relationship among psychological capital, proactive personality, negative feedback- seeking behavior, and performance. This study adopts the in-dyad method to collect data from 249 pairs of employees and their immediate supervisors. It is found that employees’ psychological capital and proactive personality are positively related to their negative feedback-seeking behavior and performance. It is also found that negative feedback-seeking behavior will partially mediate the relationships between psychological capital and performance as well as proactive personality and performance. Managerial implications and suggestions for future research are thus discussed. Chun-Hsi Chen 陳春希 2013 學位論文 ; thesis 58 zh-TW |
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碩士 === 國立中央大學 === 企業管理學系 === 101 === Work performance is affected by employees’ positive psychology and personality. This study explores the relationship among psychological capital, proactive personality, negative feedback- seeking behavior, and performance. This study adopts the in-dyad method to collect data from 249 pairs of employees and their immediate supervisors. It is found that employees’ psychological capital and proactive personality are positively related to their negative feedback-seeking behavior and performance. It is also found that negative feedback-seeking behavior will partially mediate the relationships between psychological capital and performance as well as proactive personality and performance. Managerial implications and suggestions for future research are thus discussed.
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Chun-Hsi Chen |
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Chun-Hsi Chen Tan-Hsuan Huang 黃丹璿 |
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Tan-Hsuan Huang 黃丹璿 |
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Tan-Hsuan Huang 黃丹璿 none |
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Tan-Hsuan Huang |
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2013 |
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http://ndltd.ncl.edu.tw/handle/70398405584967224693 |
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