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研究生:林容璿
研究生(外文):Jung-Hsuan Lin
論文名稱:主管發怒有用嗎?主管績效期待、主管─部屬社會關係因子及工作豐富化的角色
論文名稱(外文):Is Supervisors'' Anger Expression Useful? The Roles of High Performance Expectations, Social-Relational Factors, and Job Enrichment
指導教授:鄭伯壎鄭伯壎引用關係
口試委員:吳宗祐林姿葶胡昌亞
口試日期:2015-07-02
學位類別:碩士
校院名稱:國立臺灣大學
系所名稱:心理學研究所
學門:社會及行為科學學門
學類:心理學類
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:83
中文關鍵詞:情緒作為社會資訊模式主管憤怒情緒展現主管績效期待主管─部屬交換關係品質主管─部屬價值適配工作豐富化工作績效
外文關鍵詞:EASI Modelsupervisor’s anger expressionhigh performance expectationssupervisor-subordinate exchange qualitysupervisor-subordinate value fitjob enrichmentjob performance
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在實際組織中,主管的情緒展現對部屬具有重要的影響力,尤其是主管的憤怒情緒展現。過去研究大多認為主管憤怒情緒展現會減損部屬工作績效,然而部份研究卻發現主管憤怒情緒展現帶來的正向效果,顯示瞭解主管展現憤怒情緒當下之情境脈絡的重要性。本研究根據「情緒作為社會資訊模式」的觀點,探討主管績效期待與社會關係因子(主管─部屬交換關係品質與主管─部屬價值適配)、工作情境因子(工作豐富化)的共同作用下,主管憤怒情緒展現與部屬工作績效之間的關係。本研究採用問卷調查法,以階層線性模式分析286位全職工作者之樣本資料。結果顯示主管績效期待分別與交換關係品質、價值適配及工作豐富化的共同作用,會調節主管憤怒情緒展現與部屬工作績效之間的關係,即具有三階交互作用效果。進一步瞭解主管績效期待高、低狀況下的交互作用,發現在主管績效期待高的狀況下,交換關係品質、價值適配及工作豐富化可緩衝主管憤怒情緒展現對部屬工作績效的負向效果;在主管績效期待低的狀況下,交換關係品質、價值適配及工作豐富化反而強化主管憤怒情緒展現對部屬工作績效的負向效果。最後,針對研究發現進行結果討論,並對理論貢獻、實務意涵、研究限制及未來研究方向加以闡述。

Supervisors’ emotional expressions have a profound impact on subordinates’ performance, especially supervisors’ anger expressions. While some previous studies found that supervisor’s anger expressions may be detrimental to subordinates, others suggested that they could enhance subordinates’ performance. Taken together, these findings demonstrate the importance of understanding the contextual effect of supervisors’ anger expressions. To further explore this issue, the current study, based on EASI theory, investigates the relationship between supervisors’ anger expressions and subordinates’ job performance under the interaction effects of supervisors’ high performance expectations (HPE), social-relational factors (supervisor-subordinate exchange quality, LMX , and value fit, VFIT), and job related factors (job enrichment, JE). Survey data sampling from 286 subordinates were collected and analyzed using the hierarchical linear model. The results indicated that the interaction effects of HPE & LMX, HPE & VFIT, and HPE & JE respectively moderate the relationship between supervisors’ anger expressions and subordinates’ performance, which signifies a three-way interaction. Further analyses of interaction plots show that when HPE is high, LMX, VFIT, and JE buffer the negative effects of supervisors’ anger expressions on subordinates’ performance, while this effect is reversed when HPE is low. Finally, the contributions of the present findings and their implications, limitations, and future directions were discussed.

第一章 緒論 1
第二章 文獻探討 5
第一節 情緒展現 5
第二節 主管憤怒情緒展現與部屬工作績效 12
第三節 主管憤怒情緒展現與部屬工作績效:主管績效期待與交換關係品質的共同調節作用 14
第四節 主管憤怒情緒展現與部屬工作績效:主管績效期待與價值適配的共同調節作用 18
第五節 主管憤怒情緒展現與部屬工作績效:主管績效期待與工作豐富化的共同調節作用 21
第六節 研究架構 26
第三章 研究方法 28
第一節 研究樣本 28
第二節 研究工具 30
第三節 研究程序 35
第四節 資料分析 36
第四章 研究結果 39
第一節 測量模式的比較 39
第二節 各研究變項之相關 42
第三節 三階交互作用之驗證 43

第五章 討論與建議 52
第一節 結果討論 52
第二節 研究貢獻 55
第三節 研究限制 58
第四節 未來研究方向 60
參考文獻 65
附錄一 部屬自評問卷 75
附錄二 主管他評問卷 79


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