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研究生：	林玉萍 Limapornvanich, Natteerin
論文名稱：	Stressors and Performance: The Moderating Effect of Perceived Organizational Support, Leader Member Exchange, Self-Efficacy and Job Control Stressors and Performance: The Moderating Effect of Perceived Organizational Support, Leader Member Exchange, Self-Efficacy and Job Control
指導教授：	史習安 Shih, Hsi-An
學位類別：	碩士 Master
系所名稱：	管理學院 - 國際經營管理研究所碩士班 Institute of International Management (IIMBA--Master)
論文出版年：	2011
畢業學年度：	99
語文別：	英文
論文頁數：	99
外文關鍵詞：	Hindrance stressors, Challenge stressors, Moderating effect, Perceived organizational support, Leader member exchange, Job control, Self-efficacy, In-role performance, Extra-role performance, Thailand.
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Research for stressor in Thailand only focused on stress-strain relationship and stress-mental illness however in this study focused on stressors in the work place which related to performances. The purpose of this study is to test and examine some mixed results in the past for the possibility of four moderators namely; perceived organizational support, leader member exchange, job control, and self-efficacy to the relationship between hindrance-challenge stressors and performances using the 159 responses of the employees and their direct supervisors/managers in Thailand as a data sampling. Only self-efficacy for hindrance stressor to in-role performance found supported. The rest of the results found not supported which will be explained and discussed. Even most of our hypotheses were not supported in this study however it supported some previous researched. Moreover, the results in this study all separated every variable clearly which can be the research gap, and it can be benefits to company in Thailand due to the few numbers of stress-performance researches in Thailand.

TABLE OF CONTENTS
ACKNOWLEDGEMENTS	II
ABSTRACT	III
TABLE OF CONTENTS	IV
LIST OF TABLES	VII
LIST OF FIGURES	 
CHAPTER ONE INTRODUCTION	1
1.1	Research Background.	1
1.2 Research Objective and Scope of this Study.	5
1.3 Research Procedure.	6
1.4 Research Structure.	7
CHAPTER TWO LITERATURE REVIEW	8
2.1 Definition of Constructs.	8
2.1.1 Hindrance Stressors.	8
2.1.2 Challenge Stressors.	9
2.1.3 Leader Member Exchange (LMX).	10
2.1.4 Perceived Organization Support (POS).	12
2.1.5 Job Control.	13
2.1.6 Self-Efficacy.	15
2.1.7 In-role Performance.	17
2.1.8 Extra-Role Performance.	18
2.2 Hypothesis Development.	19
2.2.1 The Relationship between Challenge – hindrance Stressors and Performance.	19
2.2.2 Perceived Organizational Support.	21
2.2.3 Leader-Member Exchange.	23
2.2.4 Job control.	25
2.2.5 Self-efficacy.	27
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY	30
3.1 The Conceptual Model.	30
3.2 Hypotheses Testing.	30
3.3 Construct Measurement.	31
3.3.1 Independent Variables.	32
3.3.2 Moderator Variables.	33
3.3.3 Dependent Variables.	35
3.3.4 Control Variables.	36
3.4 Questionnaire Design.	36
3.5 Sampling Plan.	37
3.6 Data Analysis.	38
3.6.1 Descriptive Statistic Analysis.	38
3.6.2 Construct Reliability, Construct and Convergent Validity of Variables Measurement through Confirmatory Factor Analysis (CFA).	38
3.6.3 Hierarchical Regression.	39
CHAPTER FOUR RESEARCH RESULTS	40
4.1 Descriptive Analysis.	40
4.1.1 Sample and Data Collection.	40
4.1.2 Characteristics of Respondents.	41
4.1.3 Descriptive Statistics and Correlation for all Variables.	43
4.1.4 Non Response Bias Test.	46
4.2 Confirmatory Factor Analysis (CFA).	47
4.2.1 Model Fit Results.	47
4.2.2 Construct Validity.	48
4.3 Hierarchical Multiple Regression Analysis.	51
4.3.1 The negative relationship between Hindrance stressors and Performance.	52
4.3.2 The positive relationship between Challenge stressors and Performance.	54
4.3.3 The Moderating Effect of Perceived Organizational Support.	56
4.3.4 The Moderating Effect of Leader Member Exchange.	59
4.3.5 The Moderating Effect of Job Control.	62
4.3.6 The Moderating Effect of Self-Efficacy.	65
CHAPTER FIVE CONCLUSION AND SUGGESTIONS	69
5.1 Research Conclusions and Discussions.	69
5.2 Research Contributions.	73
5.3 Limitations and Future Research Directions.	74
REFERENCES	76
APPENDICES	82
Appendix 1: English Questionnaire	82
Appendix 1: Thai Questionnaire	90
 
LIST OF TABLES
Table 1-1 Scope of Study	6
Table 3-1 Summary of Hypotheses	31
Table 3-2 Hindrance Stressors Questionnaire Items	32
Table 3-3 Challenge Stressors Questionnaire Items	32
Table 3-4 Leader Member Exchange Questionnaire Items	33
Table 3-5 Perceived Organizational Support Questionnaire Items	34
Table 3-6 Job Control Questionnaire Items	34
Table 3-7 Self-efficacy Questionnaire Items	35
Table 3-8 In-role Performance	35
Table 3-9 Extra-role Performance	35
Table 4-1 Characteristics of Targeted Respondents (N=159)	41
Table 4-2 Characteristics of Supervisors/Managers Respondents (N=37)	42
Table 4-3 Mean, Standard Deviation, and Correlations for all Variables (N=159)	45
Table 4-4 T-test for Non Response Bias	46
Table 4-5 Model Fit Indicators used for CFA	47
Table 4-6 Model Fit Indicators for CFA on Each Construct	48
Table 4-7 CFA Results	49
Table 4-8 Results of Hierarchical Regression Analysis Results for Relationship between Hindrance Stressors and Performance	53
Table 4-9 Results of Hierarchical Regression Analysis Results for Relationship between Challenge Stressors and Performance	55
Table 4-10 Results of Hierarchical Regression Analysis Results for Moderating Effect of Perceived Organizational Support for Hindrance Stressors and      Performance	57
Table 4-11 Results of Hierarchical Regression Analysis Results for Moderating Effect of Perceived Organizational Support for Challenge Stressors and Performance	58
Table 4-12 Results of Hierarchical Regression Analysis Results for Moderating Effect of Leader-Member Exchange for Hindrance Stressors and Performance	60
Table 4-13 Results of Hierarchical Regression Analysis Results for Moderating Effect of Leader-Member Exchange for Challenge Stressors and Performance	61
Table 4-14 Results of Hierarchical Regression Analysis Results for Moderating Effect of Job Control for Hindrance Stressors and Performance	63
Table 4-15 Results of Hierarchical Regression Analysis Results for Moderating Effect of Job Control for Challenge Stressors and Performance	64
Table 4-16 Results of Hierarchical Regression Analysis Results for Moderating Effect of Self-efficacy for Hindrance Stressors and Performance	66
Table 4-17 Results of Hierarchical Regression Analysis Results for Moderating Effect of Self-efficacy for Challenge Stressors and Performance	67
Table 5-1 Summary of Hypotheses Testing	72
 
LIST OF FIGURES
Figure 3-1.The conceptual model of the study	30
Figure 4-1. Interaction between hindrance stressors and self-efficacy in predicting in-role performance	68

                                    

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校內：2016-07-06公開
校外：2016-07-06公開

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