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研究生:李是惠
研究生(外文):LEE, SHIH-HUI
論文名稱:資源損失與資源獲得對不當督導之影響:資源保存理論的觀點
論文名稱(外文):The Effects of Resource Loss and Resource Gain on Abusive Supervision:A Conservation of Resource Theory Perspective
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:謝安田楊立人謝庭華楊豐華洪朝陽毛筱艷
口試委員(外文):Hsieh, An-TienYang, Li-RenHsieh, Ting-huaYang, Feng-HuaHung, Chao-YangMao, Hsiao-Yen
口試日期:2015-12-08
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:104
語文別:中文
論文頁數:140
中文關鍵詞:不當督導資源損失資源獲得資源保存個體差異性
外文關鍵詞:abusive supervisionresource lossresource gainresource conservationindividual difference
相關次數:
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  • 收藏至我的研究室書目清單書目收藏:1
職場中主管與部屬互動的矛盾情結及人際的偏差行為,多年來倍受學者與實務界的關注。但對於部屬知覺主管不當督導的研究,卻多著墨於探討不當督導所帶來負向結果的影響。本研究從資源保存理論(Conservation of Resource Theory, COR)的觀點出發來探討不當督導知覺的前因。並從資源改變的個體差異來解釋部屬對直屬主管不當督導的知覺:探討資源損失、資源獲得及資源保存對不當督導知覺的影響。
本研究調查對象係針對於台灣或大陸工作的在職員工,共計回收333份有效問卷,分析結果發現,部屬的資源損失(工作、家庭與個人資源損失)愈多,對於不當督導知覺的程度就愈高;然而當部屬的資源獲得(主管部屬交換關係、人格韌性與核心自我評價)與資源保存愈多,對於不當督導知覺的程度就愈低。
此外,根據前人文獻,個人的認知與態度會受到個體差異性的影響,而不當督導的成因正源自於部屬的個人知覺,這也引發研究者的懷疑,僱用別(就業保障與否)與工作地區別(文化差異)是否將會強/弱化資源保存與不當督導知覺的關係,但經檢定分析其干擾效果不存在。本研究之結果將可延伸有關不當督導之前因預測,而所拓展的知識,期望能在學術及實務上提供一個新的視野與方向。

Deviations in interpersonal behaviors in the workplace have attracted significant attention by scholars and practitioners for many years. Past researches for abusive supervision focused mainly on the negative consequences experienced by employees and organizations, but in this paper I’ve decided to examine this subject matter through the lens of the conservation of resource (COR) theory to discover the antecedent variables for abusive supervisions. Additionally, I also wanted to find out how individuals notice and respond differently to abusive supervisions through changes in resources - resource loss, resource gain, and resource conservation.
Through results conducted via surveying 333 respondents from employees working in Taiwan and mainland China, it is revealed that subordinates’ resource loss (job resource loss, family resource loss, and personal resource loss) has significant positive effects on abusive supervisions, while subordinates who’ve possessed resource gain (leader-member exchange, hardiness, and core self-evaluations) and resource conservation both show significant negative effects on abusive supervision.
According to previous researches, individual cognition and attitude will be affected by individual differences, and therefore affecting subordinates’ personal perception on abusive supervision. However, employment difference (job security) or work area difference (cultural difference) of the moderated model is not supported through the test results.
The aim of this paper will be to provide a clearer understanding of the antecedent variables associated to abusive supervisions, in the hope to provide new perspectives and further knowledge in this field of study, and for practitioners to utilize.

目錄
中文摘要 ..................... iii
英文摘要 ..................... iv
誌謝 ..................... 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............... 1
  第二節  研究問題與目的............ 4
  第三節  研究重要性.............. 5
第二章  文獻探討................. 7
  第一節  不當督導與相似行為之概念 ...... 7
第二節 不當督導之相關研究.......... 20
  第三節  資源保存理論............. 33
第三章  研究架構與研究假設............ 39
第一節  研究架構............... 39
第二節  研究假設............... 41
第四章  研究設計與方法.............. 52
 第一節  研究變項操作性定義與衡量工具 .... 52
  第二節  樣本與資料蒐集............ 61
第三節 資料之處理與分析方法......... 64
第五章  實證資料分析............... 68
第一節  樣本特性............... 68
第二節  問卷題項敘述性統計.......... 70
第三節  資源保存與不當督導的關係....... 74
第四節 信度與效度.............. 78
第五節  研究變項中人口統計變數的差異..... 85
第六節  假設檢定............... 89
第六章  研究結論與建議.............. 94
第一節  研究結論與意涵............ 94
第二節  管理建議............... 102
第三節  研究限制與後續研究建議........ 105

參考文獻 .................... 108

附錄A 研究問卷(繁體版) ............. 132
附录B 研究问卷(简体版) ............. 136
附錄C 測量模式之驗證性因素分析 ......... 140




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