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系統識別號 U0026-2108201823231300
論文名稱(中文) 不當督導與員工效能:中庸思維與主管忠誠的三階交互作用
論文名稱(英文) Abusive supervision and employee’s effectiveness: the three-way interactions of Zhong-Yong thinking and loyalty to supervisors.
校院名稱 成功大學
系所名稱(中) 心理學系
系所名稱(英) Department of Psychology
學年度 106
學期 2
出版年 107
研究生(中文) 鮑映廷
研究生(英文) Ying-Ting Pao
學號 U76054033
學位類別 碩士
語文別 中文
論文頁數 58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 不當督導  中庸思維  主管忠誠  情緒耗竭  工作績效 
英文關鍵字 Abusive supervision  Zhong-Yong thinking  loyalty to supervisors  emotional exhaustion  job performance 
學科別分類
中文摘要 全球經濟快速發展,企業為了因應變遷而投入許多經營對策,卻忽略組織內部環境不穩定的負面領導對部屬的傷害。因此,本研究探討不當督導對部屬情緒耗竭與工作績效的影響。此外,本研究進一步探討兩個具有文化意涵的情境因素,來釐清不當督導的差異影響:中庸思維與義務性主管忠誠。前者是,華人在因應外在事件的高階認知、具彈性的思考方式功能;後者為華人在上下人際規範下的無選擇性的積極義務。本研究的目的:(1)探討中庸思維在不當督導與情緒耗竭、工作績效間的調節效果;(2)探討中庸思維、主管忠誠及不當督導,在情緒耗竭與工作績效的三階交互作用。
本研究以台灣北部6家私營企業的264位員工作為研究對象,同時請直屬主管評定其工作績效,階層迴歸分析發現:(1)不當督導對情緒耗竭呈顯著正向關聯,與工作績效呈顯著負向關聯;(2)部屬的主管忠誠與中庸思維對不當督導與情緒耗竭、工作績效間關係,具有三階交互作用;(3)三階交互作用顯示,低主管忠誠的員工,其高中庸思維可以緩和不當督導的傷害,產生適應性的反應;然而,高主管忠誠的員工,高中庸思維會讓其在面對不當督導時,陷入更嚴重的消耗與績效困境。最後,對本研究的貢獻及限制作出了討論,也提供未來學術及實務的應用與建議。
英文摘要 This study examined the relationship between abusive supervision and employee’s effectiveness (subordinate's emotional exhaustion and job performance). Furthermore, we hypothesized that high levels of subordinates' Zhong-Yong thinking would moderate this relationship, but it would lose the benefit if subordinates had to display loyalty to their supervisor. Using a questionnaire survey, we analyzed data from 264 employees of 6 private enterprises in northern Taiwan. Results show that (1) abusive supervision is positively related to emotional exhaustion, but negatively related to job performance; (2) there is no moderating effect of Zhong-Yong thinking on these relationships; (3) there is a significant three-way interaction of Zhong-Yong thinking and loyalty to supervisors on these relationships, and high levels of Zhong-Young thinking mitigates the harm of abusive supervision on employee’s effectiveness when their loyalty to their supervisor is lower; but it extends the harm when their loyalty to their supervisor is higher. Finally, the contributions and limitations of this study were discussed, and the recommendations for academic and practical applications were also provided.
論文目次 第一章 緒論............................1
第二章 文獻回顧與假設...................4
第一節 不當督導.........................4
第二節 中庸思維.........................9
第三節 主管忠誠.........................13
第三章 研究方法.........................19
第一節 研究樣本.........................19
第二節 研究程序.........................21
第三節 研究工具.........................21
第四節 分析方法.........................26
第四章 研究結果.........................28
第一節 測量模式的比較....................28
第二節 各變項之相關分析..................30
第三節 不當督導主效果....................32
第四節 中庸思維與主管忠誠的調節效果........33
第五章 討論與建議........................38
第一節 結果討論..........................38
第二節 研究貢獻..........................40
第三節 研究限制..........................41
第四節 未來研究方向......................42
中文參考文獻.............................44
英文參考文獻.............................46
附錄一..................................51
附錄二..................................56
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