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博碩士論文 etd-0807116-104701 詳細資訊
Title page for etd-0807116-104701
論文名稱
Title
不當督導對於組織公民行為的影響, 以工作敬業度為調節變項
Abusive Supervision and Organizational Citizenship Behavior : The Moderating Role of Employee Engagement
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
2016-08-25
繳交日期
Date of Submission
2016-09-07
關鍵字
Keywords
組織公民行為、工作敬業度、個人層面的組織公民行為、不當督導、組織層面的組織公民行為
organizational citizenship behavior, work engagement, OCB-I, abusive supervision, OCB-O
統計
Statistics
本論文已被瀏覽 5804 次,被下載 179
The thesis/dissertation has been browsed 5804 times, has been downloaded 179 times.
中文摘要
目前對於主管施與不當督導與部屬因此產生的相關後果研究,大部分都朝向組織正義的方向來進行探討,本研究提出主管不當督導對於部屬的個人層面與組織層面的組織公民行為之影響性,同時進一步探討部屬的工作敬業度在不當督導與個人層面及組織層面之組織公民行為之間的調節效果。
本研究採便利抽樣,共蒐集291筆皆搭配1名直屬主管的在職員工資料。經階層迴歸分析發現:一、不當督導會影響部屬個人層面的組織公民行為,但對於組織層面的組織公民行為,不具影響,二、部屬的工作敬業度在不當督導與個人層面的組織公民行為間的調節效果,雖統計量未達顯著,但具有高度工作敬業度的部屬,感受到主管不當督導後仍相較於低度工作敬業度的部屬,展現出較多的組織公民行為;而工作敬業度對於不當督導與組織層面的組織公民行為的影響,未有顯著的調節關係。
本研究可以幫助企業了解主管不當督導對內部員工的影響,並指出員工的工作敬業度對於提升組織公民行為的助益。最後針對研究限制與結果進行討論,並提出說明與建議。
Abstract
Most researches of abusive supervision imposed by supervisors on their staff have emphasized on subordinators’ perceived organizational justice. This research points out the influences of abusive supervision on subordinators’ organizational citizenship behavior, both of individual level and organizational level. This research further discusses the moderating role of work engagement for abusive supervision and individual level and organizational level of organizational citizenship behavior.
This research surveyed 291 dyad of employees with their immediate supervisor. I used regression analysis to analyze data and got following findings. First, abusive supervision affects employees’ individual level of organizational citizenship behavior but has no effects on organizational level. Second, the moderating effect of work engagement to work on individual level of organizational citizenship behavior under abusive supervision is not significant. However, employees with high work engagement show more individual level of organizational citizenship behavior when received abusive supervision than employees with lower work engagement. But work engagement does not show moderating effect between abusive supervision and organizational citizenship behavior on organizational level.
The results of this research can help corporates to understand the effect of abusive supervision on their staff. They also point out the benefit of work engagement for organizational citizenship behavior. Finally I discusses the limitations and proposes some explainations and suggestions.
目次 Table of Contents
論文審定書 i
摘要 ii
Abstract iii
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 3
第二章 文獻探討 4
第一節 不當督導 4
第二節 組織公民行為 9
第三節 工作敬業度 11
第四節 變項間的關係 13
第三章 研究方法 15
第一節 研究架構 15
第二節 研究對象 16
第三節 研究工具 18
第四節 分析方法 21
第四章 研究結果 22
第一節 各變項之描述性統計量與各變項間的相關程度 22
第二節 不當督導對組織公民行為之影響與工作敬業度之調節作用 25
第五章 討論與建議 30
第一節 研究結果 30
第二節 結果討論 30
第三節 研究限制 33
第四節 研究建議 34
參考文獻 36
一、 中文部分 36
二、 英文部分 36
附錄一:主管問卷 39
附錄二:部屬問卷 43
參考文獻 References
一、 中文部分
吳宗祐(2008a)。由不當督導到情緒耗竭:部屬正義知覺與情緒勞動的中介效果。「中華心理學刊」,50卷,2期,201-221。
吳宗祐(2008b)。由華人主管威權領導到員工工作滿意度與組織承諾:信任的中介歷程與情緒智力的調節效果。「本土心理學研究」,30期,3-63。
余明助、郭嘉博(2009):〈組織公正、負面情感以及組織公民行為之關係研究:以主管不當監督為中介變項〉。《中山管理評論》,17,367-396。
胡昌亞、鄭瑩妮(2014)。不當督導研究回顧與前瞻。「中華心理學刊」,56卷,2期,191-214。
姜定宇、鄭伯壎,2003,〈組織忠誠、組織承諾及組織公民行為〉,收錄於鄭伯壎、姜定宇、鄭弘岳主編,《組織行為研究在台灣:三十年回顧與展望》,台北:桂冠。
蔡啟通,2006,「領導者部屬交換與員工創新行為:組織正義之中介效果及組織特性之干擾效果」,管理學報,23卷2期:171~193。
蔡啟通,2007,「互動正義與組織承諾、組織公民行為:角色壓力之中介效果及領導行為之干擾效果」,管理學報,24卷3期:253~276。

二、 英文部分
Farh, J., Podsakoff, P. M., and Organ, D. W., 1990. Accounting for Organizational Citizenship Behavior: Leader Fairness and Task Scope versus Satisfaction. Journal of Management, 16, 705-721.
Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
Keashly, L., Trott, V., & MacLean, L. M. (1994). Abusive behavior in the workplace: A preliminary investigation. Violence and Victims, 9, 341-357.
Maslach, C. and Leiter, M. P., (1997), The Truth about Burnout: How Organization Cause Personal Stress and What to Do about It, San Francisco, CA: Jossey- Bass.
May, D.R., Gilson, R.L., & Harter, L.M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of thehuman spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37.
Podsakoff, P.M., S.B. MacKenzie, J.B. Paine, and D.G. Bachrach. 2000. “Organizational Citizenship Behaviors: A Critical Review of the Theoretical nd Empirical Literature and Suggestions for Future Research.” Journal of Management 26(3):513-563.
Russell, J.A., & Carroll, J.M. (1999). On the bipolarity of positive and negative affect. Psychological Bulletin, 125, 3-10.
Salanova, M., Agut, S., & Peiró, J. M. (2005). Linking Organizational Resources and Work Engagement to Employee Performance and Customer Loyalty: The Mediation of Service Climate. Journal of Applied Psychology, 90(6), 1217-1227.
Schaufeli, W. B., Salanova, M., González-Romá, V. and Bakker, A. B., (2002), “The Measurement of Engagement and Burnout: A Two Sample Confirmtory Factor Analytic Approach,” Journal of Happiness Studies, Vol. 3, No. 1, pp. 71-92.
Schaufeli, W.B., & Bakker, A.B. (2004). Job demands, job resources, and their relationship with burnout and engagement:A multi-sample study. Journal of Organizational Behavior, 25, 293-315.
Smith, C. A., Organ, D. W., & Near, J. P. 1983. Organizational citizenship behavior: Its nature and antecedent. Journal of Applied Psychology, 68: 653-663.
Tepper, B. J., & Lockhart, D. (2005). Abused subordinates’ upward maintenance communication: A coping perspective. In E. Weatherly (Ed.), Proceedings of the annual meeting of the Southern Management Association, Charleston, SC. Clearwater, FL: Southern Management Association.
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261-289.
Tepper, B. J., Moss, S. E., Lockhart, D. E., & Carr, J. C. (2007). Abusive supervision, upward maintenance communication, and subordinates' psychological distress. Academy of Management Journal, 50, 1169-1180.
Williams, L. J. and Anderson, S. W., 1991. Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role
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