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博碩士論文 etd-0625112-162803 詳細資訊
Title page for etd-0625112-162803
論文名稱
Title
主管負向情緒表達對部屬有效嗎? 探討主管負向情緒表達對部屬績效表現的影響: 部屬人格特質與知覺主管權力的干擾效果
Understanding when supervisor negative emotional expression enhances follower task performance: The moderating roles of follower personality traits and perceived supervisor power
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
57
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
2012-06-08
繳交日期
Date of Submission
2012-06-25
關鍵字
Keywords
盡責性、主管負向情緒表達、部屬績效、知覺主管權力、親和性、權力距離傾向、EASI模型
supervisor negative emotion expression, conscientiousness, agreeableness, EASI model, power distance orientation, task performance, perceived supervisor power
統計
Statistics
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The thesis/dissertation has been browsed 5845 times, has been downloaded 1586 times.
中文摘要
情緒在人際互動中扮演了相當重要的角色,而在互動的雙方擁有權力不平等的情況下更是如此。本研究以EASI理論基礎,探討主管負向情緒表達是如何影響部屬的績效表現,並探討部屬的資訊處理動機 (盡責性、親和性、權力距離傾向) 與社會環境因子 (知覺主管權力)對主管負向情緒表達與部屬績效之間的干擾效果。

本研究以配對問卷調查法的方式進行,透過不同時間點 (間隔兩週)、不同來源 (主管、部屬)的問卷調查方式,抽樣來自各產業公司的主管與部屬為研究樣本,總計34家公司,86位主管配對191位部屬。研究發現:當部屬具有高度的盡責性時,主管負向情緒表達對部屬個人績效呈正相關;另外,若部屬具有高度親和性,主管負向情緒表達對部屬個人績效有正向影響。最後,在部屬具有低度的權力距離傾向且知覺主管權力小時,主管負向情緒表達與部屬績效呈負相關。

本研究根據研究結果,提出具體之管理意涵如下:(1) 組織可提供主管負向情緒表達的相關課程,使主管學習如何適當地運用負向情緒表達以提升部屬績效。(2) 透過教育訓練加強部屬情緒控管與處理壓力的能力。
Abstract
Emotional expression has played an important role in our social life. This is especially true for leaders who have unequal power during the interaction with followers. According to the EASI model, we explored whether supervisor’s negative emotional expression influenced follower’s task performance by examining the moderating effects of follower's conscientiousness, agreeableness, power distance orientation, and perceived supervisor power on such relationship.

In present study, we collected data from 34 companies of different kinds of industries, including 191 leader-follower dyads from 86 supervisors and 191 followers. The results of the hierarchical regression analysis showed that followers’ conscientiousness and agreeableness positively moderated the relationship between supervisor’s negative emotion expression and follower’s task performance. Furthermore, under the condition of follower’s low power distance orientation and low perceived supervisor power, the relationship between supervisor’s negative emotion expression and follower’s task performance became negative. Finally, theoretical and practical implications of our findings are also discussed.
目次 Table of Contents
誌謝 i
摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 vii
第一章 緒論 1
第二章 文獻探討 5
第一節 主管負向情緒對部屬的影響:情緒作為社會資訊模式的觀點 5
第二節 部屬盡責性對主管負向情緒表達與部屬工作績效關係的干擾效果 8
第三節 部屬親和性對主管負向情緒表達與部屬工作績效關係的干擾效果 9
第四節 權力距離傾向、知覺主管權力與主管負向情緒表達對部屬績效關係的三階交互作用 11
第三章 研究方法 15
第一節 研究樣本 15
第二節 問卷發放程序 15
第三節 研究工具 16
第四節 資料分析方式 19
第四章 研究結果 20
第一節 驗證性因素分析 20
第二節 假設檢定 22
第五章 討論與建議 26
第一節 理論貢獻 26
第二節 管理意涵 28
第三節 研究限制 29
第四節 未來研究建議 30
參考文獻 32
附錄:部屬問卷 41
附錄:主管問卷 46
參考文獻 References
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