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系統識別號 U0026-2108201500230100
論文名稱(中文) 主管與部屬間信任對部屬效能的影響:信任一致性的重要
論文名稱(英文) The influence of leader-member trust on subordinate effectiveness:Does congruence between supervisor and subordinate trust matter?
校院名稱 成功大學
系所名稱(中) 心理學系認知科學碩士班
系所名稱(英) MS in Cognitive Science
學年度 103
學期 2
出版年 104
研究生(中文) 李婕宇
研究生(英文) Chieh-Yu Lee
學號 U76024070
學位類別 碩士
語文別 中文
論文頁數 71頁
口試委員 指導教授-周麗芳
口試委員-任金剛
口試委員-李明彥
中文關鍵字 情感信任  認知信任  互信  信任不一致性 
英文關鍵字 affective trust  cognitive trust  mutual trust  trust asymmetry 
學科別分類
中文摘要 信任在組織成員間的人際互動研究中具有其重要性。信任是一種心理狀態,基於對他人行為意圖的正向預期,並願意將自己暴露在可能受到對方傷害(vulnerable)的情境。過往在探討主管與部屬信任時,常以單方面之信任作為主軸,較少討論到主管對部屬、部屬對主管之雙向信任,亦缺乏主管與部屬間信任一致或不一致時對於部屬效能之影響。因此,本研究將分別從情感信任及認知信任之角度,探討主管與部屬間信任一致或不一致時,對於主管忠誠、組織承諾、及工作滿意之影響。
本研究針對台灣企業採用問卷法施測共 257 對偶(主管─部屬 ),並以多項式迴歸分析,結果發現: (1)主管與部屬情感互信且信任程度高時,部屬效能較高; (2)主管與部屬認知互信且信任程度高時,部屬效能較高; (3)主管與部屬之情感信任一致時,部屬之組織承諾、及工作滿意較不一致時高; (4)主管與部屬情感信任不一致時,信任主管高於信任部屬的情況下,部屬效能會較高。
最後,本研究根據此次研究結果進行討論,並闡述研究限制、貢獻、以及未來研究方向。
英文摘要 Trust between leaders and subordinates is an important issue in the organizational settings. Although most researches have considered trust is mutual, it was found in some literatures that trust between two partners could be asymmetric. The purpose of this research is to find out how the differences of affective/cognitive trust between leader and subordinate will affect subordinate’s effectiveness. Moreover, we take insight into affective trust while researches have shown that affective trust is more important than cognitive trust under Chinese culture. Finally, we also examine the different effect of leader and subordinate’s trust to see which is more significant in Chinese organizational settings. The participants are leaders and their subordinates from organizations of Taiwan, composing 257 dyads (one leader to one subordinate). By using polynomial regression, the results show that (1) subordinate’s loyalty to leader, organizational commitment, and job satisfaction are better, when affective/cognitive trust is congruent at a high level than low level; and (2) organizational commitment and job satisfaction are higher when affective trust between two parties is congruent than incongruent; and (3) subordinate’s trust in leader is more essential to subordinate’s effectiveness. Finally, we discuss our
research results, limitations, and future direction.
論文目次 第一章 緒論................................. 1
第二章 文獻探討.............................. 4
第一節 人際信任.............................. 4
第二節 領導者─部屬間對偶信任與部屬效能......... 14
第三章 研究方法.............................. 22
第一節 研究樣本.............................. 22
第二節 研究程序.............................. 25
第三節 研究工具.............................. 25
第四節 資料分析.............................. 31
第四章 研究結果.............................. 37
第一節 驗證性因素分析之模型比較................ 37
第二節 研究變項間之相關分析.................... 39
第三節 主管─部屬間信任一致性效果之檢驗.......... 43
第五章 討論與建議............................. 54
第一節 結果與討論............................. 54
第二節 研究貢獻............................... 57
第三節 研究限制............................... 58
第四節 未來研究方向............................ 60
參考文獻...................................... 62
附錄一、領導者問卷............................. 67
附錄二、部屬問卷............................... 69
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