研究生: |
陳慧倫 Chen, Huei-Lun |
---|---|
論文名稱: |
不當督導如何與何時影響員工沉默行為 How and When Abusive Supervision Affects Employee Silence |
指導教授: |
陳怡靜
Chen, Mavis Yi-Ching |
口試委員: |
許書瑋
Hsu, Ryan ShuWei 謝慧賢 Hsieh, Hui-Hsien 陳怡靜 Chen, Mavis Yi-Ching |
口試日期: | 2023/07/03 |
學位類別: |
碩士 Master |
系所名稱: |
科技應用與人力資源發展學系 Department of Technology Application and Human Resource Development |
論文出版年: | 2023 |
畢業學年度: | 111 |
語文別: | 中文 |
論文頁數: | 74 |
中文關鍵詞: | 不當督導 、領導者與部屬交換關係 、知覺主管悔恨 、不信任主管 、員工沉默行為 |
英文關鍵詞: | abusive supervision, leader-member exchange, perceived supervisor remorse, distrust in supervisor, employee silence |
研究方法: | 調查研究 |
DOI URL: | http://doi.org/10.6345/NTNU202301330 |
論文種類: | 學術論文 |
相關次數: | 點閱:116 下載:10 |
分享至: |
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報 |
本研究的目的在探討不當督導影響員工沉默行為時,不信任主管在兩者之間的中介效果,以及領導者與部屬交換關係和知覺主管悔恨的調節效果。本研究採用二階段問卷發放,兩階段間隔三週,總計回收有效配對問卷共205份,並採用階層迴歸分析與拔靴法進行假設驗證。研究結果顯示:(1) 不當督導與不信任主管呈現顯著正向關係。(2) 不信任主管與員工沉默行為呈現顯著正向相關係。(3) 不信任主管中介不當督導與員工沉默行為之間的正向關係。(4) 知覺主管悔恨會削弱不當督導與不信任主管之間的正向關係。(5) 知覺主管悔恨會調節不當督導對不信任主管與員工沉默行為之間的中介效果。
The purpose of this study is to investigate how distrust in supervisors mediates the relationship between abusive supervision and employee silence. It also examines the moderating effects of leader-member exchange and perceived supervisor remorse. A two-stage questionnaire was administered with a three-week interval between the stages. A total of 205 valid and matched questionnaires were collected for analysis. Hierarchical regression analysis and bootstrapping techniques were employed to examine the hypotheses. The findings of the study are as follows: (1) Abusive supervision is significantly and positively related to distrust in supervisors. (2) Distrust in supervisors is significantly and positively associated with employee silence. (3) Distrust in supervisors acts as a mediator in the positive relationship between abusive supervision and employee silence. (4) Perceived supervisor remorse weakens the positive relationship between abusive supervision and distrust in supervisors. (5) Perceived supervisor remorse moderates the mediating effect of abusive supervision on the relationship between distrust in supervisors and employee silence.
朱瑞玲(1991)。「面子」壓力與其因應行為。國家科學委員會研究彙刊:人文及社會科學,1(1),14-31。
吳宗祐、徐瑋伶、鄭伯壎(2002)。怒不可遏或忍氣吞聲:華人企業主管威權領導與部屬憤怒反應。本土心理學研究,(18),3-49。
吳宗祐(2008)。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(2),201-221。https://doi.org/10.6129/CJP.2008.5002.06
杜佩蘭、曾榮豐、黃英忠、施瑞峰(2009)。領導行爲、組織學習與組織認同關係之研究。管理實務與理論研究,3(1),45-67。https://doi.org/10.29916/JMPP.200903.0003
何瑞枝、羅張瓊誼(2020)。不當督導,建設性變革責任感與改變導向組織公民行為之關聯性分析:探討領導-成員交換關係的調節角色。商管科技季刊,21(3),225-250。https://doi.org/10.2307/27650180
林姿葶、鄭伯壎(2007)。性別與領導角色孰先孰後?主管-部屬性別配對、共事時間及家長式領導。中華心理學刊,49,433-450。https://doi.org/10.6129/CJP.2007.4904.07
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(2),191-214。https://doi.org/10.6129/CJP.20140529
姜定宇、丁捷、林伶瑾(2012)。家長式領導與部屬效能:信任主管與不信任主管的中介效果。中華心理學刊,54(3),269-291。https://doi.org/10.6129/CJP.2012.5403.01
黃光國(2009)。全球化時代本土社會心理學研究的新取向。臺灣東亞文明研究學刊,111。https://doi.org/10.6163/TJEAS
楊美玉、劉佳雄、柯旻秀、陳映潔、柯佑宗(2013)。領導效能研究的回顧與展望:1985-2012。人力資源管理學報,13(4),1-39。https://doi.org/10.6147/JHRM.2013.1304.01
Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park.
Argyris, C. (1997). Learning and teaching: A theory of action perspective. Journal of Management Education, 21(1), 9-26. https://doi.org/10.1177/105256299702100102
Ashforth, B. E. (1997). Petty tyranny in organizations: A preliminary examination of antecedents and consequences. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration, 14(2), 126-140. https://doi.org/10.1111/j.1936-4490.1997.tb00124.x
Argyris, Ch., & Schön, D. A. (1997). Organizational learning: A theory of action perspective. Reis, 77(78), 345-348. https://doi.org/10.2307/40183951
Aryee, S., Budhwar, P. S., & Chen, Z. X. (2002). Trust as a mediator of the relationship between organizational justice and work outcomes: Test of a social exchange model. Journal of Organization Behavior, 23, 267-285. https://www.jstor.org/stable/4093804
Aryee, S., Chen, Z. X., Sun, L. Y., & Debrah, Y. A. (2007). Antecedents and outcomes of abusive supervision: Test of a trickle-down model. Journal of Applied Psychology, 92, 191-201. https://doi.org/10.1037/0021-9010.92.1.191
Blau, P. M. (1964). Exchange and power in social life. Wiley. https://doi.org/10.4324/9780203792643
Baumeister, R. F., & Newman, L. S. (1994). Self-regulation of cognitive inference and decision processes. Personality and Social Psychology Bulletin, 20(1), 3-19. https://doi.org/10.1177/0146167294201001
Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of Applied Psychology, 81(4), 358-368. https://doi.org/10.1037/0021-9010.81.4.358
Beer, M., & Eisenstat, R. A. (2000). The silent killers of strategy implementation and learning. Sloane Management Review, 41(4), 29-40.
Berscheid, E., & Regan, P. C. (2005). The Psychology of Interpersonal Relationships. Psychology Press.
Brosch, T., Sander, D., Pourtois, G., & Scherer, K. R. (2008). Beyond fear: Rapid spatial orienting toward positive emotional stimuli. Psychological Science, 19(4), 362-370. https://doi.org/10.1111/j.1467-9280.2008.02094.x
Basford, T. E., Offermann, L. R., & Behrend, T. S. (2014). Please accept my sincerest apologies: Examining follower reactions to leader apology. Journal of Business Ethics, 119(1), 99-117. https://doi.org/10.1007/s10551-012-1613-y
Barnes, C. M., Lucianetti, L., Bhave, D. P., & Christian, M. S. (2015). “You wouldn’t like me when I’m sleepy”: Leaders’ sleep, daily abusive supervision, and work unit engagement. Academy of Management Journal, 58(5), 1419-1437. https://doi.org/10.5465/amj.2013.1063
Chiu, C. Y., & Yang, C. F. (1987). Chinese subjects' dilemmas: Humility and cognitive laziness as problems in using rating scales. Bulletin of the Hong Kong Psychological Society, 18, 39-50.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900. https://doi.org/10.1177/0149206305279602
Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(1), 479-516. https://doi.org/10.5465/annals.2015.0099
Deutsch, M. (1958). Trust and suspicion. The Journal of Conflict Resolution, 2, 265-279. https://doi.org/10.1177/002200275800200401
Dansereau, F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations. Organizational Behavior and Human Performance, 13(1), 46-78. https://doi.org/10.1016/0030-5073(75)90005-7
Dienesch, R., & Liden, R. (1986). Leader-member exchange model of leadership: A critique and further development. Academy of Management Review, 11(3), 237-240. https://doi.org/10.5465/amr.1986.4306242
Deluga, R. J. (1994). Supervisor trust building, leader-member exchange and organizational citizenship behaviour. Journal of Occupational and Organizational Psychology, 67(4), 315-326. https://doi.org/10.1111/j.2044-8325.1994.tb00570.x
Deluga, R. J. (1998). Leader-member exchange quality and effectiveness ratings: The role of subordinate-supervisor conscientiousness similarity. Group and Organization Management, 23(2), 189-216. https://doi.org/10.1177/1059601198232006
Darley, J., Kramer, R., & Tyler, T. (1998). Trust in organizations: Frontiers of theory and research. Business Ethics Quarterly, 8(2), 319. https://doi.org/10.2307/3857331
Davies, F. M., & Gould-Williams, J. S. (2005). Using social exchange theory to predict the effects of HRM practice on employee outcomes. Public Management Review, 7(1), 1-24. https://doi.org/10.1080/1471903042000339392
Detert, J. R., & Treviño, L. K. (2010). Speaking up to higher-ups: How supervisors and skip-level leaders influence employee voice. Organization Science, 21(1), 249-270. https://doi.org/10.1287/orsc.1080.0405
Davis, J. R., & Gold, G. J. (2011). An examination of emotional empathy, attributions of stability, and the link between perceived remorse and forgiveness. Personality and Individual Differences, 50(3), 392-397. https://doi.org/10.1016/j.paid.2010.10.031
Edwards, J. R., & Lambert, L. S. (2007). Methods for integrating moderation and mediation: A general analytical framework using moderated path analysis. Psychological Methods, 12(1), 1-22. https://doi.org/10.1037/1082-989X.12.1.1
Graen, G. B., & Cashman, J. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 38, 46-78.
Grean, S. (1982). Anthony ashley cooper, third earl of shaftesbury. Complete works, selected letters, and posthumous writings in English with Parallel German translation. Journal of the History of Philosophy, 20(4), 434-436. https://doi.org/10.1353/hph.1982.0047
Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219-247. https://doi.org/10.1016/1048-9843(95)90036-5
Gallucci, M., & Perugini, M. (2003). Information seeking and reciprocity: A transformational analysis. European Journal of Social Psychology, 33(4), 473-495. https://doi.org/10.1002/ejsp.156
Herzberg, F., Mausner, B., & Snyderman, B. B. (1967). The motivation to work (2nded). Wiley. https://doi.org/10.4324/9781315124827
Hogg, M. A., Martin, R., Epitropaki, O., Mankad, A., Svensson, A., & Weeden, K. (2005). Effective leadership in salient groups: Revisiting leader-member exchange theory from the perspective of the social identity theory of leadership. Personality and Social Psychology Bulletin, 31(7), 991-1004. https://doi.org/10.1177/0146167204273098
Harvey, P., Stoner. J., Hochwarter, W., & Kacmar, C.,(2007). Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. The Leadership Quarterly, 18(3), 264-280. https://doi.org/10.1016/j.leaqua.2007.03.008
Hayes, A. F., & Preacher, K. J. (2010). Quantifying and testing indirect effects in simple mediation models when the constituent paths are nonlinear. Multivariate Behavioral Research, 45(4), 627-660. https://doi.org/10.1080/00273171.2010.498290
Hayes, A. F. (2012). PROCESS: A versatile computational tool for observed variable mediation, moderation, and conditional process modeling. Manuscript submitted for publication.
Haggard, D. L., & Park, H. M. (2018). Perceived supervisor remorse, abusive supervision, and LMX. Journal of Organizational Behavior, 39, 1252-1267. https://doi.org/10.1002/job.2285
Johannesen, R. L. (1974). The functions of silence: A plea for communication research. Western Speech, 38(1), 25-35. https://doi.org/10.1080/10570317409373806
Jiang, W., & Gu, Q. (2016). How abusive supervision and abusive supervisory climate influence salesperson creativity and sales team effectiveness in China. Management Decision, 54(2), 455-475. https://doi.org/10.1108/MD-07-2015-0302
Kiewitz, C., Restubog, S. L. D., Shoss, M. K., Garcia, P. R. J. M., & Tang, R. L. (2016). Suffering in silence: Investigating the role of fear in the relationship between abusive supervision and defensive silence. Journal of applied psychology, 101(5), 731-742. https://doi.org/10.1037/apl0000074
Lewicki, R. J., & Bunker, B. B. (1996). Developing and maintaining trust in work relationships. In R. M. Kramer & T. R. Tyler (Eds.), Trust in organizations: Frontiers of theory and research (pp. 114-139). Sage Publications.
Lewicki, R. J., McAllister, D. J., & Bies, R. J. (1998). Trust and distrust: New relationships and realities. Academy of Management Review, 23(3), 438-458. https://doi.org/10.5465/amr.1998.926620
Lian, H., Lance Ferris, D., & Brown, D. J. (2012). Does taking the good with the bad make things worse? How abusive supervision and leader-member exchange interact to impact need satisfaction and organizational deviance. Organizational Behavior and Human Decision Processes, 117(1), 41-52. https://doi.org/10.1016/j.obhdp.2011.10.003
Livne-Ofer, E., Coyle-Shapiro, J. A., & Pearce, J. L. (2019). Eyes wide open: Perceived exploitation and its consequences. Academy of Management Journal, 62(6), 1989-2018. https://doi.org/10.5465/amj.2017.1421
Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99-113. https://doi.org/10.1002/job.4030020205
Marsh, H. W. (1984). Self-concept, social comparison and ability grouping: A reply to Kulik and Kulik. American Educational Research Journal, 23, 129-149. https://doi.org/10.3102/00028312021004799
Major, B., Zubek, J. M., Cooper, M. L., Cozzarelli, C., & Richards, C. (1997). Mixed messages: Implications of social conflict and social support within close relationships for adjustment to a stressful life event. Journal of personality and social psychology, 72(6), 1349-1363. https://doi.org/10.1037/0022-3514.72.6.1349
Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706-725. https://doi.org/10.5465/amr.2000.3707697
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159-1168. https://doi.org/10.1037/0021-9010.92.4.1159
Martono, S., Wulansari, N. A., Ridloah, S., & Khoiruddin, M. (2020). The effect of abusive supervision on employee silence: Mediation mechanism. International Journal of Business & Management Science, 10(2), 58-67.
Nunnally, J. C. (1978). An overview of psychological measurement. Clinical diagnosis of mental disorders: A handbook, 97-146.
Pinder, C. C., & Harlos, K. P. (2001). Employee silence: Quiescence and acquiescence as responses to perceived injustice. Research in Personnel and Human Resources Management, 20, 331-369. https://doi.org/10.1016/S0742-7301(01)20007-3
Perlow, L. A., & Repenning, N. P. (2009). The dynamics of silencing conflict. Research in Organizational Behavior, 29, 195-223. https://doi.org/10.1016/j.riob.2009.06.007
Priesemuth, M., Schminke, M., Ambrose, M. L., & Folger, R. (2014). Abusive supervision climate: A multiple-mediation model of its impact on group outcomes. Academy of Management Journal, 57(5), 1513-1534. https://doi.org/10.5465/amj.2011.0237
Park, J. H., Carter, M. Z., DeFrank, R. S., & Deng, Q. (2016). Abusive supervision, psychological distress, and silence: The effects of gender dissimilarity between supervisors and subordinates. Journal of Business Ethics, 153, 775-792. https://doi.org/10.1007/s10551-016-3384-3
Prouska, R., & Psychogios, A. (2018). Do not say a word! Conceptualizing employee silence in a long-term crisis context. International Journal of Human Resource Management, 29(5), 885-914. https://doi.org/10.1080/09585192.2016.1212913
Restubog, S. L. D., Bordia, P., Tang, R. L., & Krebs, S. A. (2010). Investigating the moderating effects of leader-member exchange in the psychological contract breach employee performance relationship: A test of two competing perspectives. British Journal of Management, 21(2), 422-437. https://doi.org/10.1111/j.1467-8551.2009.00673.x
Rafferty, A. E., & Restubog, S. L. D. (2011). The influence of abusive supervisors on followers' organizational citizenship behaviours: The hidden costs of abusive supervision. British Journal of Management, 22(2), 270-285. https://doi.org/10.1111/j.1467-8551.2010.00732.x
Saunders, M., & Thornhill, A. (2004). Trust and mistrust in organizations: An exploration using an organizational justice framework. European Journal of Work and Organizational Psychology, 13(4), 493-515. https://doi.org/10.1080/13594320444000182
Schat, A. C. H., Desmarais, S., & Kelloway, E. K. (2006). Exposure to workplace aggression from multiple sources: Validation of a measure and test of a model (Unpublished manuscript). McMaster University, Hamilton, Canada.
Schoorman, F. D., Mayer, R. C., & Davis, J. H. (2007). An integrative model of organizational trust: Past, present, and future. Academy of Management Review, 32(2), 344-354. https://doi.org/10.5465/amr.2007.24348410
Tepper, B. J. (2000). Consequences of abusive supervision. The Academy of Management Journal, 43(2), 178-190. https://doi.org/10.5465/1556375
Tucker, S., Turner, N., Barling, J., Reid, E., & Elving, C. (2006). Apologies and transformational leadership. Journal of Business Ethics, 63(2), 195-207. https://doi.org/10.1007/s10551-005-3571-0
Tepper. B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261-289. https://doi.org/10.1177/0149206307300812
Tangirala, S., & Ramanujam, R. (2008). Employee silence on critical work issues: The cross level effects of procedural justice climate. Personnel Psychology, 61(1), 37-68. https://doi.org/10.1111/j.1744-6570.2008.00105.x
Tomlinson, E. C. (2012). The impact of apologies and promises on post‐violation trust. International Journal of Conflict Management, 23(3), 224-247. https://doi.org/10.1108/10444061211248930
Van Dyne, L., Ang, A., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40(6), 1359-1392. https://doi.org/10.1111/1467-6486.00384
Watson, D., & Tellegen, A. (1985). Toward a consensual structure of mood. Psychological Bulletin, 98(2), 219-235. https://doi.org/10.1037/0033-2909.98.2.219
Walfisch, T., Van Dijk, D., & Kark, R. (2013). Do you really expect me to apologize? The impact of status and gender on the effectiveness of an apology in the workplace. Journal of Applied Social Psychology, 43(7), 1446-1458. https://doi.org/10.1111/jasp.12101
Wang, R., & Jiang, J. (2015). How abusive supervisors influence employees’ voice and silence: The effects of interactional justice and organizational attribution. Journal of Social Psychology, 155(3), 204-220. https://doi.org/10.1080/00224545.2014.990410
Weisman, R. (2016). Showing Remorse: Law and the Social Control of Emotion. Routledge.
Xu, E., Huang, X., Lam, C. K., & Miao, Q. (2012). Abusive supervision and work behaviors: The mediating role of LMX. Journal of Organizational Behavior, 33(4), 531- 543. https://doi.org/10.1002/job.768
Xu, A. J., Loi, R., & Lam, L. W. (2015). The bad boss takes it all: How abusive supervision and leader-member exchange interact to influence employee silence. The Leadership Quarterly, 26(5), 763-774. https://doi.org/10.1016/j.leaqua.2015.03.002
Zalesny, M. D., & Graen, G. B. (1987). Exchange theory in leadership research. In A. Kieser, G. Reber, & R. Wanderer (Eds.), Handbook of Leadership (pp. 714-727). Stuttgart.