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研究生:陳品元
研究生(外文):CHEN,PIN-YUAN
論文名稱:不當督導對組織公民行為關係之研究: 以領導者與部屬交換關係為中介變項及知覺組織支持為干擾變項
論文名稱(外文):The Relationship Between Abusive Supervision and Organizational Citizenship Behavior:Leader-Member Exchange as Mediator and The Moderating Effects of Perceived organizational support
指導教授:鄭孟育鄭孟育引用關係
指導教授(外文):ZHENG,MENG-YU
口試委員:方世榮
口試委員(外文):FANG,SHI-RONG
口試日期:2018-05-25
學位類別:碩士
校院名稱:逢甲大學
系所名稱:企業管理學系
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2018
畢業學年度:106
語文別:中文
論文頁數:59
中文關鍵詞:不當督導領導者與部屬交換關係組織公民行為知覺組織支持跨層次分析
外文關鍵詞:Abusive SupervisionLeader-Member Exchangeorganizational citizenship behaviorperceived organizational supportHLM
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在華人組織裡常有著「上尊下卑」的組織文化,而有時為求進步,會引導部屬的行為或控管工作內容,過度的責罵或輕視奚落,會造成部屬不當督導知覺的產生。在本研究將以跨層次分析,在個人層次上加入領導者與部屬交換關係做為中介變數,試圖以不同關係品質下的知覺,詮釋對組織公民行為造成的影響,以及在團隊層次上,知覺組織支持做為干擾變數,來觀察是否會影響不當督導以及領導者與部屬交換關係之間的作用效果。
基於上述研究設定,本研究以台灣企業之主管與部屬做為對偶式研究對象,共發放311份紙本問卷,有效問卷為302份,隨後藉由分析以驗證本研究之推論假說。經由實證結果發現,不當督導與領導者與部屬交換關係具有負向的影響,且當不當督導知覺越強烈時,領導者與部屬關係品質就越低。其次,不當督導會透過領導者與部屬交換關係進而對部屬的組織公民行為造成影響。最後,知覺組織支持之干擾效果在本研究中具有顯著的影響。依據上述本研究結果,將提供管理實務上之建議,以利企業有效的營運管理。
In Chinese organizations, there is often an organizational culture of “the distance between superiors and subordinates.” Sometimes, in order to pursue better and better, it will lead the behavior of the subordinates or control the content of the work. Excessive scolding or ignore will lead subordinate to feel abusive supervision. This study Will analyze in a cross-level manner, and leader-member exchange as a mediator in personal level, attempting to interpret the impact on the organizational citizenship behavior through the perception of different relationship qualities. And at the team level, perceived organizational support as a moderator to observe whether it will affect the effect between abusive supervision and leader-member exchange.
Based on the above research settings, in this study, the supervisors and subordinates of Taiwanese companies were selected as the study objects and measured by the duality questionnaire. A total of 311 paper-based questionnaires were distributed. 302 valid questionnaires were subsequently used to verify the hypothesis of this research. This empirical study found that abusive supervision and the leader-member exchange between have a negative effect, and when the abusive supervision becomes stronger, the quality of the leader-member exchange is lower. Second, abusive supervision will influence the Organizational citizenship behavior of subordinates through the leader-member exchange. Finally, the effect of perceived organizational support has a significant impact in this study. Based on the results, this study will provide some Practical suggestion, and hope each enterprise forward to the way of effective management.
目錄
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討與研究假設 4
第一節 文獻探討 4
第二節 研究假設 16
第三章 研究方法 20
第一節 研究架構 20
第二節 研究變項操作性定義與衡量工具 21
第三節 研究方法與設計 24
第四章 研究結果 31
第一節 相關分析 31
第二節 階層迴歸分析 32
第三節 階層線性模式分析 34
第五章 結論與建議 37
第一節 研究結論 37
第二節 理論與管理實務上的意涵 37
第三節 研究限制與未來研究建議 38
參考文獻 39
附錄一、操作型定義 48
附錄二、主管問卷 49
附錄三、部屬問卷 52
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