臺灣博碩士論文加值系統

馬基維利主義出自於尼科洛馬基維利在16 世紀中的著作。它普遍是用來描述善於操縱與操弄別人的人。關於馬基維利主義的研究自1970 年開始盛行至今，但大部分的研究都只專注於擁有馬基維利性格的人對於他們自己本身的影響，而冷落了馬基維利性格對於他人的影響。因此，本研究的目的是探討擁有馬基維利性格的領導人和他們對於部屬的情感性組織承諾與工作績效的影響。此外，本研究提出並認為部屬知覺領導者的正直觀將中介這段關係。企業倫理價值觀將調節部屬知覺領導正直與部屬們的情感性組織承諾與工作績效的關係。實驗結果支持了馬基維利主義的領袖人對於部屬的情感性組織承諾的直接關係，但不支持對於部署工作績效的關係。實驗顯示沒有任何中介與調節效果。

Machiavellianism came from the writings of Niccolo Machiavelli in the 16th century. It is usually used to describe manipulative and devious individuals. Since 1970s, research about Machiavellianism had bloomed but most of the research till now had only focused on the Machiavellian actors themselves and not their effects on others. Thus, the purpose of this study was to investigate the direct relationship of Machiavellian leaders and their effects on the work outcomes, the affective organizational commitment and job performance, of their subordinates. Furthermore, this study proposed that subordinate perception of leader behavioral integrity would mediate the relationship. Corporate ethical values were proposed to moderate the relationship of behavioral integrity to the work outcomes of the subordinates. Results supported the notion that there was a direct relationship between leaders personality trait of Machiavellianism and the affective organizational commitment, but not the job performance, of the subordinates. No significant results were found for the mediation and moderation effects for both affective organizational commitments of the subordinates and their job performance.

摘要 .................................................................................................................. i
Abstract ........................................................................................................... ii
Table of Contents ............................................................................................ iii
List of Tables and Figures ................................................................................. v
Chapter 1: Introduction .................................................................................... 1
Chapter 2: Literature Review ............................................................................. 5
2.1 Machiavellianism ........................................................................................ 5
2.2 Subordinates Work Outcomes ................................................................... 10
2.3 Machiavellian Leaders and Subordinates Work Outcomes .......................... 12
2.4 Behavioral Integrity .................................................................................. 14
2.5 Mediating Effects of Behavioral Integrity ................................................... 19
2.6 Moderating Effects of Corporate Ethical Values ......................................... 21
Chapter 3: Method ......................................................................................... 24
3.1 Participants .............................................................................................. 24
3.2 Measures .................................................................................................. 27
3.3 Procedures ............................................................................................... 29
3.4 Data Analysis ............................................................................................ 30
Chapter 4: Results .......................................................................................... 31
4.1 Confirmatory Factor Analysis .................................................................... 31
4.2 Correlation Coefficients ............................................................................ 31
4.3 Hierarchical Regressions Analysis .............................................................. 33
Chapter 5: Discussion ..................................................................................... 36
5.1 Discussions of Research Results ................................................................ 36
5.2 Research Limitations and Future Studies ................................................... 40
5.3 Theoretical and Practical Implications ....................................................... 43
5.4 Conclusion ............................................................................................... 45
References ...................................................................................................... 46
Appendix ........................................................................................................ 58

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