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研究生:李明儒
研究生(外文):LEE, MING-JU
論文名稱:自戀型主管和員工的創造力: 探知動機和權力距離之中介效果
論文名稱(外文):Narcissistic Supervisor and Employee Creativity: The Mediating Role of Epistemic Motivation and Power Distance
指導教授:樊學良樊學良引用關係
指導教授(外文):FAN, HSUEH-LIANG
口試委員:黃庭邦許書瑋
口試委員(外文):HUANG, TING-PANGHSU, SHU-WEI
口試日期:2017-07-28
學位類別:碩士
校院名稱:東吳大學
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:2017
畢業學年度:106
語文別:中文
論文頁數:84
中文關鍵詞:主管自戀性員工創造力探知動機權力距離
外文關鍵詞:The trait of narcissistic supervisorEmployee creativityEpistemic motivationPower distance
相關次數:
  • 被引用被引用:9
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  • 下載下載:236
  • 收藏至我的研究室書目清單書目收藏:0
員工創造力是企業在面對動盪環境時,仍可獲得競爭優勢的一大因素,因此,越來越多組織想瞭解何種主管能對員工創造力帶來影響,但先前研究大多聚焦於主管正面的特質上,對於負面的特質則較少探討,例如自戀。近年,許多主管展現了自戀這項特質,因而受到學者們的關注,不過,主管的自戀性對於員工創造力之影響,究竟是助力還是阻礙,目前研究並未取得共識。有鑑於此,本研究試圖探討主管自戀性與員工創造力的關係,並加入員工探知動機及主管權力距離作為一正一負的中介效果,期望補足文獻上的缺口。為了進一步驗證這樣的關係,本研究針對國內10家中小型企業,將主管與員工相互配對進行問卷調查,總計回收82份主管及212份員工問卷。在統計分析上採用迴歸分析,並以自我評測和他人評測來衡量員工的創造力,獲得結論如下:
一、主管自戀性對員工自評及他評之創造力皆存在顯著的正向關係。
二、主管自戀性對員工探知動機存在顯著的正向關係。
三、主管自戀性能夠增進員工探知動機,並對員工自評創造力產生正向影響。
四、主管自戀性對主管權力距離存在顯著的正向關係。
綜合上述結論,本研究驗證了主管自戀性與員工創造力之關係及其中介效果,並對於欲選用自戀型主管和期望增進員工創造力之企業,提供管理與實務上的具體建議。

關鍵字:主管自戀性、員工創造力、探知動機、權力距離
The creativity of employee is the mainly factor that enterprise can get competitive advantage even in turbulent environments, therefore, more and more organizations would like to know what kind of supervisor will affect the creativity of employee. However, previous research mostly focused on the positive traits of supervisors, the negative traits are less explored, such as narcissism. In recent years, many supervisors have shown the narcissism, and thus the narcissism has been concerned by the scholars, but the trait of narcissistic supervisor would help or hinder the employee creativity, the current study did not reach a consensus. In view of this, the study attempted to explore the relationship between the trait of narcissistic supervisor and the creativity of employee, and add the employee epistemic motivation and supervisor power distance as a positive and negative mediating role. To further verify this relationship, for the 10 domestic small and medium enterprises, the supervisors and employees will be matched with each other to conduct a questionnaire survey, total received 82 questionnaires of supervisors and 212 questionnaires of employees. In the statistical analysis, the study used regression analysis, and self-report and observer-report were used to measure the creativity of employee. The conclusions are as below:
1.There is a significant positive relationship between the trait of narcissistic supervisor and the self-reported creativity of employee, the trait of narcissistic supervisor and the observer-reported creativity of employee.
2.There is a significant positive relationship between the trait of narcissistic supervisor and the employee epistemic motivation.
3.The trait of narcissistic supervisor can improve employee epistemic motivation, and have a positive impact on the self-reported creativity of employee.
4.There is a significant positive relationship between the trait of narcissistic supervisor and the supervisor power distance.
Based on the above conclusions, the study validated the relationship between the trait of narcissistic supervisor and the creativity of employee and its mediating role, and provides specific suggestions for management and practice for enterprises who want to use narcissistic supervisors and those who wish to improve their creativity of employee.

Keywords: The trait of narcissistic supervisor, Employee creativity,
Epistemic motivation, Power distance

誌謝 I
摘要 II
Abstract III
目錄 IV
表目錄 VII
圖目錄 VIII
第一章 緒論 - 1 -
第二章 文獻探討 - 5 -
第一節 自戀 - 5 -
壹、自戀概念的起源及其觀念發展 - 5 -
貳、自戀者的特性 - 8 -
參、主管自戀性 - 10 -
第二節 創造力 - 13 -
壹、創造力的定義 - 13 -
貳、創造力理論 - 16 -
參、主管自戀性對員工創造力的影響 - 19 -
第三節 探知動機及其效果 - 22 -
第四節 權力距離及其效果 - 25 -
第三章 研究方法 - 28 -
第一節 研究架構 - 28 -
第二節 研究變項及測量工具 - 29 -
壹、主管自戀性 - 29 -
貳、員工創造力 - 29 -
參、員工探知動機 - 30 -
肆、主管權力距離 - 30 -
伍、控制變項 - 30 -
第三節 研究對象與樣本收集 - 31 -
第四節 樣本資料 - 32 -
第五節 信度分析 - 35 -
第四章 資料分析與研究結果 - 36 -
第一節 相關分析 - 36 -
第二節 假設驗證 - 38 -
壹、主管自戀性和員工創造力之關係 - 38 -
貳、主管自戀性、員工探知動機和員工創造力之關係 - 39 -
參、主管自戀性、主管權力距離和員工創造力之關係 - 43 -
肆、小結 - 46 -
第三節 額外分析 - 47 -
壹、他評之主管自戀性和員工創造力之關係 - 47 -
貳、他評之主管自戀性、員工探知動機和員工創造力之關係 - 49 -
參、他評之主管自戀性、主管權力距離和員工創造力之關係 - 52 -
第五章 討論、意涵與建議 - 55 -
第一節 理論意涵 - 55 -
第二節 實務意涵 - 57 -
壹、選用具自戀特質者擔任主管職 - 57 -
貳、提升員工探知動機或徵選具探知動機特質之員工 - 57 -
第三節 研究限制與未來研究建議 - 59 -
壹、自戀的測量 - 59 -
貳、對於自戀性之光明面與陰暗面之區分 - 60 -
參、企業與產業類型的限制 - 60 -
肆、樣本上的限制 - 60 -
伍、其他的中介效果 - 61 -
陸、其他可能的干擾效果 - 61 -
參考文獻 - 62 -
附錄一 主管填答問卷 - 75 -
附錄二 員工填答問卷 - 80 -

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