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博碩士論文 etd-0102118-161217 詳細資訊
Title page for etd-0102118-161217
論文名稱
Title
自信或自卑?主管自戀性人格與不當督導行為間的關係:以要求–能力適配與權力距離為干擾變項
Superiority or inferiority? The relationship between supervisor narcissistic personality and abusive supervision behavior: The moderating roles of supervisor demand-ability job fit and power distance orientation
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
44
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2018-01-23
繳交日期
Date of Submission
2018-02-03
關鍵字
Keywords
不當督導、權力距離傾向、要求–能力適配、自戀性人格
Abusive supervision, Narcissism, Demand-ability fit, Power distance orientation
統計
Statistics
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中文摘要
不當督導在組織中帶來的負面影響十分廣泛,然而過去較少研究探討主管從事不當督導的起因,本研究由主管的自戀性人格特質切入,探討其與不當督導行為的關係,並以自尊維護的觀點,加入主管的要求–能力適配及權力距離為干擾變項,試圖對此研究缺口提出貢獻。本研究採取配對問卷調查法,填寫對象為企業內基層主管及直屬員工,並在不同時間點蒐集資料 (相隔兩週),總計回收有效問卷65組(包含65份主管問卷,274份員工問卷),並採用階層迴歸分析進行假設檢定。研究結果顯示:主管優越感與其從事不當督導行為的頻率呈正相關,此外,若主管自覺要求–能力適配程度低、或主管的權力距離傾向低時,則會強化此一正向關係。本研究依據研究結果進行討論,分別提出研究理論與實務意涵。
Abstract
In recent years, the negative impacts of abusive supervision has received extensive attention in the leadership literature. However, less studies were conducted to examine the causes of abusive supervision. The study was conducted to explore the relationship between supervisor narcissism trait and abusive supervision behaviors. In addition, we included supervisor perceived demand-ability fit and power distance orientation as the moderators to see if these factors can strengthen or weaken this relationship. In this study, we invite the employees and immediate supervisor to fill in matching questionnaires and collect information at different time points (two weeks apart), collecting a total of 65 valid questionnaires (including 65 supervisor questionnaires and 274 employee questionnaires). We using hierarchical regression analysis to test the proposed hypothesis. The results show that there is a positive relationship between the supervisor's superiority and abusive supervision, and this relationship is strengthened when supervisors are low in demand-ability job fit and power distance orientation. Based on the results of the study, theoretical and practical implications are discussed.
目次 Table of Contents
目 錄
論文審定書 i
中文摘要 ii
英文摘要 iii
目 錄 iv
圖 次 v
表 次 v
第一章 緒論 1
第二章 文獻探討與假設推導 5
第一節 不當督導的行為內涵 5
第二節 自戀性人格與不當督導間的關係 6
第三節 自戀性人格與不當督導的關係:主管知覺要求-能力適配的干擾效果 7
第四節 自戀性人格與不當督導的關係:主管權力距離傾向的干擾效果 8
第三章 研究方法 11
第一節 研究架構 11
第二節 問卷發放程序 11
第三節 研究工具 13
第四節 資料分析方式 15
第四章 研究結果 16
第一節 相關分析 16
第二節 假設檢定 17
第五章 結論與建議 20
第一節 研究結果與理論意涵 20
第二節 管理意涵 21
第三節 研究限制與建議 23
參考文獻 25
附錄一 主管問卷 33
附錄二 部屬問卷 36

圖 次
圖3-1 本研究架構圖 11
圖4-1 主管知覺工作要求–能力適配對其優越感與不當督導的干擾效果 18
圖4-2 主管權力距離傾向對其優越感與不當督導的干擾效果 19
表 次
表3-1 問卷發放方式 12
表4-1 相關係數分析表 16
表4-2 主管優越感、要求能力適配及權力距離傾向對不當督導行為之階層迴歸分析表 17
參考文獻 References
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