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系統識別號 U0026-2203202009385500
論文名稱(中文) 主管部屬間信任與向上建言行為
論文名稱(英文) Supervisor-Subordinate Trust and Speaking Up Behavior
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 108
學期 1
出版年 109
研究生(中文) 湯燿丞
研究生(英文) Yao-Cheng Tang
學號 U76074075
學位類別 碩士
語文別 中文
論文頁數 78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/認知信任  互信  向上建言(促進型建言、抑制型建言、諫言) 
英文關鍵字 affective/cognitive trust  mutual trust  voice up and speaking up behavior (promotive voice/ prohibitive voice/ Jian-Yan) 
學科別分類
中文摘要 為了維持競爭力,透過員工表達建議、提出創新點子,已成為企業永續經營的途徑之一。先前研究強調部屬對主管之信任是向上建言行為的重要影響因素之一,然而,在強調高權力距離與集體主義的華人企業中,主管對部屬之信任似乎更是部屬向上表達建言的關鍵。

本研究採用問卷法,以臺灣軍隊組織之295組對偶(主管—部屬關係)為研究對象,階層迴歸分析結果顯示:(1)控制主管對部屬之信任之後,部屬對主管之情感信任對向上建言行為的影響皆不顯著;(2)主管對部屬之情感信任與認知信任皆對向上建言行為有顯著正向影響;(3)主管對部屬之認知信任對向上促進型建言行為具有較大的影響作用、主管對部屬之情感信任則對諫言行為的影響較大;(4)在問題導向之向上建言行為(抑制型建言、諫言)上,主管與部屬間雙向認知信任具有負向的交互作用效果。最後,我們加以闡述本研究之貢獻與限制、給予未來研究方向、以及實務建議。
英文摘要 To remain competitive, expressing suggestions and innovating ideas through employees has become one of the ways for enterprises to continue their operations. Previous research emphasized that the subordinate’s trust in supervisor is one of key factors which have impact on subordinate’s voice up. However, in high power-distances and collectivism Chinese organization, the supervisor’s trust in subordinate is more critical for subordinate’s speaking up behavior.

This study has been conducted with questionnaire survey to collect the data from 295 dyads (supervisor-subordinate relationship) in Taiwanese military and taken analyses of CFA and regression. The results show that (1)after considering the supervisor’s trust in subordinate, the effects of the subordinate’s affective trust in supervisor on speaking up behavior are not significant anymore; (2)both the supervisor’s affective and cognitive trust in subordinate have a significant positive impact on speaking up behavior; (3)compared to the supervisor’s affective trust in subordinate, the supervisor’s cognitive trust in subordinate has more impact on promotive speaking up behavior; and compared to the supervisor’s cognitive trust in subordinate, the supervisor’s affective trust in subordinate has more impact on Jian-Yan; and (4)there are negative interactions of mutual cognitive trust between the supervisor and the subordinate on issue-related speaking up behavior. Finally, we discuss the contributions and limitations of this study. Suggestions for future researches and implications for practice are provided as well.
論文目次 第一章 緒論.....1
第二章 文獻回顧.....6
第一節 建言與向上建言.....6
第二節 信任與向上建言.....12
第三節 研究架構.....21
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.....26
第四節 分析方法.....38
第四章 研究結果.....41
第一節 測量模式之比較.....41
第二節 各研究變項之相關分析.....43
第三節 不同維度信任對向上建言行為的影響效果.....47
第五章 討論與建議.....58
第一節 結果討論.....58
第二節 研究貢獻.....61
第三節 研究限制.....62
第四節 未來研究方向.....63
參考文獻.....66
附錄一、主管問卷.....72
附錄二、部屬問卷.....76
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