The Moderating Effect of Organizational Culture on the Relationship between Role Breadth Self-efficacy and Proactive Behavior - The Persptetive of Generation Difference

• Main Authors: HSU, CHIA-CHUN, 徐嘉君
• Other Authors: LIN,SHU-HUEI
• Format: Others
• Language: zh-TW
• Published: 2016
• Online Access: http://ndltd.ncl.edu.tw/handle/tg47b9

碩士 === 國立中正大學 === 勞工關係學系碩士在職專班 === 105 === Taiwan has changed the industrial structure from the early agricultural-oriented to the industrial technological based. The distribution of the wrokforce changed from 46% to 58.7% during the changing period as well. Therefore, the industrial pattern shifted from technology-oriented toward service. The labor intensity of department stores is the largest among the service sector and its average output values about 260 billion dollars per year. For example, in the area of northearn Taiwan, the number of department stores increased from 14 of 2008 to 25 of 2011. Due to the intensive business, all of department stores are facing increasing competition. In order to survive in this competitive environment, customer service is much more important to creat the influence of customer relationship. No doubt, a high qulity of employees is the key factor of competing with others. To ensure skillful manpower, a reasonable labour turnover is able to rejuvenate the working force with youth labour and to prevent aging issue for the organizations. Because the obvious impact of the new generations, employers and employees relationship has become an interesting topic for researches. The porpuse of this study was to investigate the moderating effect on the relationship between role breadth self-efficacy and proactive behavior, particularly the different moderation among generations. The results of the empirical study were as follows: 1.Role breadth self - efficacy positively effects on employee 's proactive behavior. 2.Organizational culture moderates the relationship between role breadth self - efficacy and employee 's proactive behavior. 3.In the younger generation, the supporting organizational culture negatively moderates the relationship between role breadth self - efficacy and proactive behavior. Differently, innovative organizational culture positively modeartes the relatioship between role breadth self - efficacy and proactive behavior in the senior generation.