科技部專題研究計畫主持人
MOST-102-2410-H-390-021-SSS
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
科技部
Ministry of Science and Technology
國立高雄大學亞太工商管理學系
National University of Kaohsiung, Department of Asia-Pacific Industrial and Business Management
黃英忠
Huang, Ing-Chung
國立高雄大學亞太工商管理學系
National University of Kaohsiung, Department of Asia-Pacific Industrial and Business Management
黃英忠
教授
07-591-6879
ichuang@nuk.edu.tw
計畫執行期間起：2013-08-01
計畫執行期間迄：2014-07-31
2014-04-01
2014-06-30
台灣地區家族企業裡的非家族員工
1
003,004
01,05
社會交換理論、社會認同理論、仁慈領導、領導者-部屬交換關係差異、合作性建言、默許性建言
social exchange theory, social identity theory, benevolent leadership, LMX differentiation, prosocial voice, 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.
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