臺灣博碩士論文加值系統

本研究以「社會交換理論」、「情緒調節理論」與「社會角色理論」作為理論基礎，探討部屬情緒勞動（深層演出與表層演出）在主管的家長式領導風格與部屬建言行為間扮演之中介角色。此外，進一步探討部屬性別是否會調節其情緒勞動對主管的家長式領導風格與建言行為的中介效果。本研究樣本來自473位主管與部屬配對資料，經由階層迴歸分析與調節式中介分析檢驗，重要研究結果如後：（一）深層演出對於仁慈領導風格與建言行為之間關係具有中介效果，對德行領導風格與建言行為之間關係亦具有中介效果；（二）表層演出對於家長式領導中的三個領導與建言行為之間關係均具有中介效果；（三）調節式中介分析顯示，部屬性別會調節仁慈領導(德行領導)透過深層演出對建言行為之中介效果。
關鍵詞：家長式領導、深層演出、表層演出、建言行為、部屬性別

Building on Social Exchange Theory, Emotional Regulation Theory, and Social Role Theory, this study aims to examine the relationship between Paternalistic Leadership and voice behavior. In addition, to investigate the mediating role of emotional regulation mechanism and the moderating effect of subordinates’ gender. This study tested the theoretical model with 473 supervisor-subordinate dyad matched data. We used hierarchical regression analysis and moderated-mediation analysis to test our hypotheses. The study results showed: (1) Deep acting mediated the effect of benevolent leadership on voice behavior. It also mediated the association between moral leadership and voice behavior; (2) Surface acting mediated the relationship between Paternalistic Leadership and voice behavior; (3) Moderated mediation analyses demonstrated that subordinates’ gender moderated the mediating effect of deep acting on the association between benevolent leadership and voice behavior and the association between moral leadership and voice behavior.

Keywords: Paternalistic leadership, Deep acting, Surface acting, Voice behavior, Subordinates’ gender

摘要 II
目次 IV
表目次 VIII
圖目次 X
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 8
1.3 研究流程 9
第二章 文獻回顧 11
2.1 建言行為 11
2.1.1 建言行為之發展背景 11
2.1.2 建言行為之定義 13
2.1.3 影響建言行為的前因 15
2.1.4 小結 18
2.2 家長式領導 19
2.2.1 家長式領導之定義 19
2.2.2 家長式領導之發展背景 22
2.2.3 家長式領導之面向 25
2.2.4 小結 29
2.3 情緒勞動 30
2.3.1 情緒勞動的定義 30
2.3.2 情緒調節理論 33
2.3.3 情緒勞動的展現方式 35
2.3.4 工作中的情緒勞動 37
2.4 性別與情緒表達 38
2.4.1 何謂性別 38
2.4.2 情緒表達之性別差異 39
2.4.3小結 42
2.5 變數之關聯性探討與假設建立 42
2.5.1 家長式領導與建言行為的關聯： 42
2.5.2 威權領導、情緒勞動與建言行為 43
2.5.3 仁慈領導、情緒勞動與建言行為 45
2.5.4 德行領導、情緒勞動與建言行為 47
2.5.5 部屬性別的調節效果 48
2.5.6 部屬性別的調節式中介效果 50
第三章 研究方法 52
3.1 研究架構 52
3.2 抽樣設計 54
3.3 構念操作型定義及衡量方式 55
3.3.1 建言行為 55
3.3.2 家長式領導 56
3.3.3 情緒勞動 59
3.3.4 控制變項 60
3.4 資料分析方法 61
3.4.1 敘述性統計分析 61
3.4.2 信度與效度分析 61
3.4.3 皮爾森積差相關分析 62
3.4.4 結構方程模式 62
3.4.5 共同方法變異 63
3.5 預試結果 65
第四章 實證分析與假設驗證 66
4.1 敘述性統計分析 66
4.2 因素分析 69
4.2.1 驗證性因素分析 69
4.2.2 信度分析 71
4.2.3 效度分析 72
4.3 相關分析 76
4.4 共同方法變異事後檢測 82
4.5 假設結果檢定 77
4.5.1 情緒勞動對家長式領導與建言行為之中介效果檢定 77
4.5.2 部屬性別差異之影響 82
第五章 結論與建議 89
5.1 結論與討論 91
5.2 研究貢獻 89
5.3 管理意涵 91
5.4 未來研究建議 103
5.5 研究限制 105
參考文獻 108
中文文獻 108
英文文獻 112
附錄 134
附錄一：部屬自評問卷 134
附錄二：主管自評問卷 137
附錄三：巢套式驗證性因素分析 139
附錄四：潛在變項配對建構相關法 139

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