1
3
E10276
3
020
在家族企業中主管部屬關係品質差異對員工建言的影響-仁慈領導與心理資本的調節效果
The Effect of LMX Differentiation on Voice Behavior in Family Business-The Moderating Role of Benevolent Leadership and Psychological Capital
1.黃英忠
1.Ing-chung Hung
1.國立高雄大學亞太工商管理學系
1.Department of Asia-Pacific Industrial and Business Management, National University of Kaohsiung
1.國立高雄大學亞太工商管理學系
1.Department of Asia-Pacific Industrial and Business Management, National University of Kaohsiung
002
1.科技部
1.Ministry of Science and Technology
A.14 計畫執行期間(起):2013-08-01
A.14 計畫執行期間(訖):2014-07-31
2014-04-012014-06-30
A.16 收到日期:2018-02-26
2
台灣地區家族企業裡的非家族員工

1

368


368
003,004
01,05
C.2 聯絡日期:2019-02-20
2
1.國立高雄大學
1.National University of Kaohsiung
2
C.7 資料公開日期:0000-00-00
1
006
1.社會交換理論
2.社會認同理論
3.仁慈領導
4.領導者-部屬交換關係差異
5.合作性建言
6.默許性建言
1.Social Exchange Theory
2.Social Identity Theory
3.Benevolent Leadership
4.LMX Differentiation
5.Prosocial Voice
6.Acquiescent Voice
依據社會交換理論及社會認同理論,在仁慈領導對非家族員工發言行為的關係中,本研究認為領導者-部屬交換關係差異是一個重要的情境變項,它將強化仁慈領導對非家族員工發言行為的影響力。本研究調查50間家族368位非家族員工,研究結果顯示在領導者-部屬交換關係差異高的情況下,仁慈領導對於非家族成員建言行為的影響力將得到強化。根據結果,本研究分別在理論與實務管理提出相關建議。

By integrating social exchange theory with social identity theory, in the relationship between benevolent leadership and nonfamily employees’ voice behavior, the present study proposes that LMX (leader-member-exchange) differentiation is an important contextual variable to improve such relationship. Using a sample of 368 nonfamliy employees from 50 family businesses, this study discovered that when subordinates perceive their owners’ expressing high-level of LMX differentiation among the organization, then such perception may enhance the effect of benevolent leadership. The implications for theory and practice are discussed.

D.16 完成檢誤日期:0000-00-00
D.17 預定釋出日期:0000-00-00
D.18 初次釋出日期:0000-00-00
D.19_1 最新版釋出日期:0000-00-00
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