能者多勞的員工是否容易晉升或工作倦怠?領導-成員交換與核心自我評價的調節角色

Abstract

能者多勞為近年商管雜誌的熱門議題,也是許多員工的工作寫照。能者多勞的員工具備優秀的工作能力,同時卻又承受龐大的工作負荷。在這樣的情況下,能者多勞最終能否提升員工的晉升可能性或是增加員工工作倦怠為本研究所欲探討的議題。本研究以資源保存理論為基礎,探討能者多勞對晉升可能性與工作倦怠之影響。由於個體行為的展現是受到外在與個人資源的影響,因此本研究加入領導-成員交換與核心自我評價的調節效果。本研究以科技公司的 450 位研發人員與其直直屬主管為樣本。研究結果顯示:1. 能者多勞對晉升可能性有正向影響,但能者才是決定晉升可能性的關鍵因素;2. 能者多勞對工作倦怠有正向影響,但多勞才是決定工作倦怠的關鍵因素;3. 高領導-成員交換會強化能者多勞對晉升可能性之正向影響;4. 高領導-成員交換會弱化能者多勞對工作倦怠之正向影響;5. 高核心自我評價會強化能者多勞對晉升可能性之正向影響;6. 高核心自我評價會弱化能者多勞對工作倦怠之正向影響。

Heavy-workload enabler is a popular issue in business magazine for recent years and reflects many employees’ situation. Heavy-workload enabler has excellent competence and burdens heavy workload. Under such circumstances, whether the more heavy-workload enabler will eventually increase promotion possibility of personnel or increase personnel burnout is the subject of this study. According to conservation of resources theory, we examined the relationship among heavy-workload enabler, promotion possibility, and burnout. Since the presentation of individual behavior is affected by external and internal resources, this study adds the moderating effects of leader-member exchange and core self-evaluations. This study uses 450 R&D personnel from technology companies and their direct supervisors as samples. The study findings indicated: 1. Heavy-workload enabler is positively related to promotion possibility, but compentence is the key factor in determining promotion possibility. 2. Heavy-workload enabler is positively related to burnout, but workload is the key factor in determining burnout. 3. High leader-member exchange strengthens the positive effect on heavy-workload enabler to promotion possibility. 4. High leader-member exchange weakens the positive effect on heavy-workload enabler to burnout. 5. High core self-evaluations strengthen the positive effect on heavy-workload enabler to promotion possibility. 6. High core self-evaluations weaken the positive effect on heaven-workload enabler to burnout.