科技部專題研究計畫主持人
MOST 106-2410-H-194-041 -SSS
效忠主管的情緒成本:主管公平的緩解效果之探討
The emotional cost of loyalty to supervisor: Exploring the buffering effect of supervisory justice
科技部
Ministry of Science and Technology
國立中正大學心理健康推廣中心
National Chung Cheng University mental health promotion center
姜定宇
Jiang Ding-Yu
國立中正大學心理學系
National Chung Cheng University Department of Psychology
吳育萱
兼任助理
0983796581
ccuiop408@gmail.com
計畫執行期間起:2017-08-01
計畫執行期間迄:2018-10-31
2018-01-01
2018-08-31
台灣地區之全職工作者
1
003,004,007
01,05
忠誠、情緒耗竭、員工沈默、主管公平。
Loyalty, emotional exhaustion, employee silence, supervisory justice.
對主管的效忠是一種部屬對上司的心理依附,並且部屬會有支持主管的行為傾向,像是願意為主管有所額外的付出,認同內化主管的想法與價值觀,接受較困難的工作任務,對於主管的命令與指示服從不貳,以及就算自己需要有所犧牲奉獻,部屬也願意盡力去為主管爭取利益。忠誠在華人社會是種被鼓勵的行為態度,即使在現代企業組織之中,對主管忠誠依舊是十分被重視的行為,然而員工效忠主管所造成的情緒負擔,以及隨之而來的負面影響,卻缺乏相關研究進行探討。在本研究計畫中,設法了解其中的作用機制,將主管忠誠區分為主位與客位,探討對不同向度之主管忠誠是否會影響員工自身的情緒耗竭,以及造成員工沈默的行為。本研究以263位台灣企業員工為主要的研究對象,進行三階段的資料收集。研究中的相關分析發現:客位/主位效忠主管和情緒耗竭、默許性沉默和防衛性沉默有顯著負相關,和親社會性沉默有顯著正相關;知覺主管公平和情緒耗竭、默許性沉默和防衛性沉默有顯著負相關,和親社會性沉默有顯著正相關。另一方面,員工知覺主管公平和情緒耗竭、默許性沉默和防衛性沉默有顯著的負向關連;和親社會性沉默有顯著的正向關聯。在迴歸分析結果發現:員工之客位/主位效忠主管對情緒耗竭、防衛性沉默皆沒有顯著影響,主位效忠主管對默許性沉默有顯著負向影響,客位/主位效忠主管對親社會性沉默皆有顯著正向影響。另外,知覺主管公平對客位效忠主管和默許性沉默有調節效果。我們希望透過本研究,更加釐清員工效忠主管、知覺主管公平和情緒耗竭及員工沉默的關係。最後 也針對本研究之貢獻、研究限制與未來研究方向進行探討與建議。
Loyalty to supervisor is subordinates’ psychological attachment to the supervisor and the behavior intention to support the supervisor, such as willingness to offer extra efforts. Moreover, subordinates would internalize their supervisors’ value, willingly accept difficult assignment, comply with the order given from supervisor, and fight for supervisors’ best interest. Loyalty has long been encouraged in the Chinese society even in modern organizations, but seldom researches have been focused on the emotional cost and negative effect that may cause by subordinates’ loyalty to supervisor. Therefore, the study separate loyalty to supervisor into etic loyalty to supervisor and emic loyalty to supervisor, and trying to figure out the mechanism about how two types of loyalty to supervisor would lead to employee’s emotional exhaustion and silence behaviors. 263 Employees from Taiwanese organization participated in this study. We processed the data collection in three stages. The results of correlation analysis show that: Both etic loyalty to supervisors and emic loyalty to supervisors are negative related to emotional exhaustion, acquiescent silence, defensive silence and they are positive related to prosocial silence. On the other hand, supervisory justice is negative related to emotional exhaustion, acquiescent silence, defensive silence and it’s positive related to prosocial silence. The results of regression analysis show that: Both etic loyalty to supervisors and emic loyalty to supervisors have no effect on emotional exhaustion and defensive silence. Emic loyalty to supervisors has significantly negative effect on acquiescent silence. Both etic loyalty to supervisors and emic loyalty to supervisors have significantly positive effect on prosocial silence. And supervisory justice has moderation effect on the relationship between etic loyalty to supervisors and acquiescent silence. We hope that we can clarify more clearly about the relationships between loyalty to supervisors, supervisory justice, employees’ emotional exhaustion and silence behaviors via this research. The contributions and limitation are discussed, and the suggestions are provided for future research.
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