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研究生:簡元瑜
研究生(外文):Chien, Yuan Yu
論文名稱:領導與不當督導關係之研究
論文名稱(外文):A Study of Relationship Leadership and Abusive Supervision
指導教授:毛筱艷毛筱艷引用關係
指導教授(外文):Mao, Hsiao-Yen
口試委員:謝安田毛筱艷黃開義劉廷揚洪朝陽
口試委員(外文):Hsieh, An-TienMao, Hsiao-YenHUANG,KAI-ILIU,TING-YANGHUNG,CHAO-YANG
口試日期:2015-03-17
學位類別:博士
校院名稱:大葉大學
系所名稱:管理學院博士班
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2015
畢業學年度:103
語文別:中文
論文頁數:105
中文關鍵詞:交易型領導轉換型領導不當督導性別
外文關鍵詞:leadershiptransaction leadershiptransformation leadershipabusive supervioion
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不當督導(abusive supervision)吸引了研究者相當顯著的注意及興趣。不當督導定義為部屬對於主管持續地展現言語上的和非言語
上的敵意行為的程度所產生之知覺,但不包括肢體的接觸。既往對於不當督導的研究大多將焦點放在對員工及組織整體的負面結果
上,僅有少數研究將焦點放在不當督導的前置變數上,了解是否有其他因素可以預測不當督導,對設法降低不當督導的管理策略來說
確實存在探討的必要性。根據前人文獻,個人的認知與態度會受到個體差異性之影響,而不當督導之成因來自於部屬的個人知覺,這
引發出我們的懷疑,員工對於管理者領導之認知,會否因為個體之認知差異使員工自認為遭受到主管的不當督導。本研究是針對工作
者所面對之領導可能誘發對不當督導的知覺。此外,在工作職場場所中性別是個體最基本之差異,在現今之職場中,女性已經是一股
不可或缺之工作力,因此將性別列為干擾變數。管理者應注意不當督導所產生之影響,不僅會影響員工對工作與組織之行為與態度,
組織與管理者都可能將為此付出產生不良後果的代價,這是值得留意關注的現象。本研究針對職場上之工作者發放400 份問卷,回收
有效問卷189 分,本研究目的在探討領導與不當督導間之關係,迴歸分析發現領導對於不當督導有影響,而性別之干擾效果必不存
在。本研究結果將可延伸有關於不當督導之前因理論,並提供實務方向之建議。
Among the many negative-leadership concepts proposed, abusive supervision has attracted significant research attention in the past several years. Past research for abusive supervision will focus mostly on negative consequence, only a few studies focus on abusive supervision antecedent variables. This study is leader of the face for workers may induce the perception of abusive supervision. In addition, in the workplace gender is the most basic of individual differences, i use gender engagement as moderators In this study, the sample includes 189 date from subordinate., this study aims to explore the relationship between the leadership and abusive supervision, regression analysis showed that leadership positive significant effect on abusive supervision, and the gender of the moderated model will not support. This study addresses the gap of limited understanding on the antecedents of abusive supervision and will expand the knowledge concerning abusive supervision. Based on findings of this study, implications for deterring supervisors’ abusive behavior in organizations are subsequently discussed.
中文摘要......................iii
英文摘要......................iv
誌謝詞........................v
目錄 ........................ vi
圖目錄.......................viii
表目錄........................ix
第一章 緒論..................... 1
第一節 研究動機與問題.................1
第二節 研究目的................... 7
第三節 研究重要性.................. 7
第二章 文獻探討................... 9
第一節 領導者理論.................. 9
第二節 不當督導................... 17
第三章 研究設計與方法................ 31
第一節 研究架構................... 41
第二節 研究假設................... 42
第三節 研究變數之定義與衡量工具........... 47
第四節 樣本與資料蒐集.................52
第五節 研究資料之處理與分析方法............54
第四章 實證結果....................56
第一節 樣本之基本特性.................56
第二節 研究結果....................59
第五章 研究結論與建議.................68
第一節 研究發現....................69
第二節 研究討論....................69
第三節 研究限制與建議................. 72
參考文獻........................76
附錄A 研究問卷內容...................99
附錄B 研究問卷內容...................101
附錄C 研究問卷內容...................103
圖目錄
圖 1 不當督導之整合模型................ 40
圖 2 研究架構圖.................... 42
表目錄
表 2- 1 主管敵意行為相似變數比較表..... .....27
表 4- 1樣本性別分析情形................56
表 4- 2樣本婚姻分析情形................57
表 4- 3樣本年齡分析情形................58
表 4- 4樣本教育程度分析情形..............56
表 4- 5樣本職階分析情形................57
表 4- 6樣本工作年資分析情形..............58
表 4- 7樣本月收入分析情形...............59
表 4- 8各變數問項信度分析...............60
表 4- 9各變數問項効度分析...............61
表 4- 10模型適配度分析................63
表 4- 11變數之相關係分析...............ˊ62
表 4- 12交易型領導、轉換型領導與不當督導之迴歸分  
     析......................65
表 5- 1研究假設之實證結果...............69

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