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博碩士論文 etd-0616114-152820 詳細資訊
Title page for etd-0616114-152820
論文名稱
Title
負向心情能促進預防性建言嗎?探討部屬年資、領導部屬交換關係的干擾效果、以及建言動機的中介效果
Can Employee Negative Moods Facilitate Prohibitive Voice? The Moderating Roles of Tenure and Leader-Member Exchange and The Mediating Role of Voice Motivation
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
54
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
2014-07-02
繳交日期
Date of Submission
2014-07-16
關鍵字
Keywords
建言動機、負向心情、預防性建言、員工組織年資、領導部屬交換關係
negative mood, tenure, voice motivation, leader-member exchange, prohibitive voice
統計
Statistics
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中文摘要
建言是員工展現主動參與組織活動的行為,其不僅能及時糾正組織問題、避免潛在危機的發生,甚至能提升組織效率、改善決策品質。因此,探究建言行為的前因變數已成為管理學界的熱門研究議題之一。本研究根據 Morrison (2011)提出的建言理論模式,探討員工負向工作心情與預防性建言行為的適用情境:以員工組織年資及領導部屬交換關係為干擾變數,並將建言動機納入研究,發展一中介式干擾模式。

本研究以 162 位跨產業在職員工為樣本,並以經驗抽樣法進行連續 10 個工作天之問卷調查,共獲得1618筆樣本。經階層線性模式分析結果發現:(1) 當員工組織年資高或當領導部屬交換關係品質高時,其負向工作心情與預防性建言行為之間皆呈正相關;(2) 領導部屬交換關係與員工負向心情的交互作用會透過建言動機的部分中介進而提升預防性建言行為。根據本研究結果,提出管理意涵如下:組織應營造積極建言氛圍,而管理者應同時尊重內、外團體成員之意見,以促進員工從事更多建言。此外,處於負向心情的員工亦應持正面態度主動提出建設性想法。
Abstract
Employee voice reflects the extent to which employees actively participate in organizational operations and propose suggestions to correct the organizational problems in a timely manner and find out potential threats. Previous studies have found that employee voice are beneficial for enhancing organizational efficiency and decision quality, hence, investigation the antecedents of employee voice has become one of popular research topics. The present study discussed the boundary condition for negative mood and prohibitive voice behavior based on the voice behavior model proposed by Morrison (2011). Based on such model, employee tenure and leader-member exchange are chosen as moderators and the mediated-moderation model of voice motivation is further developed.

In order to test the proposed mediated moderation model, the present study applied the experience sampling method to collect daily data from actual employees across 10 working days (two weeks). In total, the data is composed of 1618 daily-surveys from 162 employees who worked in different sectors. The results of the hierarchical linear modeling analyses showed that: (1) When employees’ tenure or leader-member exchange is high, employees’ daily negative moods are positively related to prohibitive voice; (2) The interactive effect between leader-member exchange and employees’ daily negative moods on prohibitive voice was partial mediated by employees’ voice motivation.

According to the results, the implications for practice are proposed as follows: (1) organizations should encourage employees to express more voice behaviors, and establish positive voice environment; (2) the managers should show the same respect of opinions from in-or-out group members; (3) employees in negative moods should actively provide the organization or the managers constructive ideas with a positive view.
目次 Table of Contents
論文審定書 i
謝誌 ii
中文摘要 iii
英文摘要 iv
第一章 緒論 1
第二章 文獻探討 5
第一節 員工負向心情與預防性建言:建言成本與效能的觀點 5
第二節 員工負向心情與預防性建言之關係:員工組織年資之干擾效果與建言動機的中介式干擾效果 6
第三節 員工負向心情與預防性建言之關係:領導部屬交換關係之干擾效果與建言動機的中介式干擾效果 9
第三章 研究方法 12
第一節 研究架構 12
第二節 研究樣本 13
第三節 研究工具 15
第四節 驗證性因素分析 17
第五節 資料分析方法 19
第四章 研究結果 20
第一節 樣本描述 20
第二節 主要變數敘述統計 22
第三節 員工負向心情與預防性建言之關係:員工組織年資之干擾效果與建言動機的中介式干擾效果 23
第四節 負向心情與預防性建言行為之關係:領導部屬交換關係的干擾效果與建言動機的中介式干擾效果 25
第五章 討論與建議 28
第一節 研究主要發現與討論 28
第二節 管理意涵 29
第三節 研究限制與未來研究建議 30
參考文獻 32
附錄一 個人資料問卷 42
附錄二 每日問卷 46
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