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博碩士論文 etd-0330114-010114 詳細資訊
Title page for etd-0330114-010114
論文名稱
Title
直言進諫或噤若寒蟬? 探討主管負向情緒表達與部屬建言行為的關係:部屬前瞻性人格、權力距離傾向及組織政治氣候的干擾效果
Speak Up or Keep Silence? Exploring the Relationship between Leader Negative Emotional Expressions and Follower Voice Behaviors: The Moderating Effects of Follower Proactivity, Power distance orientation and Organizational Political Climate
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
2014-04-09
繳交日期
Date of Submission
2014-04-30
關鍵字
Keywords
權力距離傾向、主管負向情緒表達、建言行為、組織政治氣候、前瞻性人格特質
Voice behavior, Power Distance Orientation, Proactive Personality, Leader Negative Emotional Expression, Organizational Political Climate
統計
Statistics
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The thesis/dissertation has been browsed 5813 times, has been downloaded 609 times.
中文摘要
摘要
建言行為,意指組織內的員工自發性、並且強調建設性的意見表達,以試圖增進或改善組織或部門的運作。在管理學界領域,探究建言行為的前因變項已成為熱門研究議題。本研究以「部屬對主管的向上建言」來做為主要探討的依變數。此外,本研究從情緒的觀點切入,以主管負向情緒表達作為前因變數,並根據情緒作為社會資訊模式 (EASI model)的觀點探討部屬人格特質與組織氣候是否會藉由不同的影響路徑干擾主管負向情緒表達與部屬對主管的建言行為。藉此釐清在不同的影響因素下,主管負向情緒表達與建言之間的關係是否有不同的結果。
本研究採用問卷調查法,收集自台灣32家科技公司與廣告公關公司,共50位主管與204位部屬作為本研究之研究樣本,採主管與部屬配對方式,並且採用兩個時間點的方式收集資料,以避免共同方法變異的問題。階層線性模式的結果顯示:(1)部屬具高前瞻性人格特質時,主管展現負向情緒會使部屬較傾向於不建言;(2)部屬具低權力距離傾向特質時,主管展現負向情緒時會使部屬更勇於建言;(3)當組織中的政治氣候程度高時,主管展現負向情緒將使得部屬不願意提出建言;反之,若組織政治氣候低時,部屬在面對主管的負向情緒時,將更勇於建言。根據上述結果,本研究提出之具體管理意涵為:主管應多聽取低權力距離傾向者的意見。此外,組織應設法降低組織內的政治氣候,以使員工願意提出建言。
Abstract
Abstract
Voice behavior, which refers to the behavior that the employees in the organization express their opinions spontaneously and focus on constructive suggestions, can help to enhance or improve the operations of the department or the whole organization. In this study, I chose “upward voice” as the focal dependent variable. Then, I discuss the leader negative emotional expressions as the independent variable. Furthermore, based on EASI model, I investigate whether the personalities of followers and the climate of organizations will moderate the relationship between leader negative emotional expressions and follower voice behaviors.
The data was collected from 50 leaders and 204 followers of 32 technology or advertising companies by questionnaires. To avoid the problem of common method variance, I collected the data from multiple sources and two different time points. The results of hierarchical linear modeling shows: (1) For followers with high proactive personality, they tend to keep silence when leaders express negative emotions toward them; (2) For low power distance orientation followers, they speak up when the leaders express their negative emotions toward them. (3) When the organizational political climate is high, the follower will more reluctant to voice when the leaders express their negative emotions. However, when the organizational political climate is low, the followers are more likely to speak up. According to the results, I propose practical implications as below: the organizations should listen to the opinions of the followers with low power distance orientation. Moreover, the organizations must reduce political climate to enhance employees’ voice behaviors.
目次 Table of Contents
目錄
謝誌……………………………………………………………………………..……...i
摘要……………………………………………………………………………………ii
Abstract…………………………………………………………………..…………..iii
第一章 緒論 1
第二章 文獻探討 4
第一節 主管負向情緒表達對部屬建言行為的影響:EASI模式觀點 4
第二節 部屬前瞻性人格特質的干擾效果 8
第三節 部屬權力距離傾向的干擾效果 10
第四節 組織政治氣候的干擾效果 11
第三章 研究方法 14
第一節 研究架構與假設 14
第二節 研究對象 14
第三節 問卷發放程序 15
第四節 研究工具 16
第五節 資料分析方法 19
第四章 研究結果 20
第一節 敘述性統計 20
第二節 測量模式分析 20
第三節 假設檢定 21
第五章 結論與建議 25
第一節 研究主要發現與討論 25
第二節 管理實務意涵 26
第三節 研究限制與未來研究建議 29
參考文獻 32
中文部分 32
英文部分 33
附錄 42

圖次
圖 1主管負向情緒表達對部屬建言行為的影響:EASI的觀點 7
圖 2研究架構 14
圖 3部屬前瞻性人格特質對主管負向情緒表達與部屬建言行為之干擾效果 23
圖 4部屬權力距離傾向對主管負向情緒表達與部屬建言行為之干擾效果 23
圖 5組織政治氣候對主管負向情緒表達與部屬建言行為之干擾效果 24


表次
表 1 敘述性統計與相關係數 20
表 2驗證性因素分析結果表 21
表 3階層線性模式檢驗結果 22
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