科技部專題研究計畫主持人
MOST-105-2410-H-130-058-SS2
Trust as the mutual language to cross cultural barriers: Examining the moderating effect of power distance orientation with LMX, trust, job stress and employee happiness
科技部
Ministry of Science and Technology
銘傳大學通識教育中心
Ming Chuan University, Center of General Education
楊孝康
Conna Yang
銘傳大學通識教育中心
Ming Chuan University, Center of General Education
楊孝康
教授
0919997212
professor.conna.yang@gmail.com
計畫執行期間起:2016-12-01
計畫執行期間迄:2018-07-31
2016-12-01
2017-01-31
新竹市之東南亞移工
1
003
01
權力距離;信任;領導者與成員交換關係;工作壓力;員工快樂程度;社會交換理 論
Power distance;trust;Leader Member Exchange;LMX;job stress;employee well-being;social exchange theory
台灣的勞動市場近年來因外籍勞力的大量加入,已對於原先的勞動結構有所改變。學者認為 在國際化已到達白熱化的階段,管理者必須對於員工的文化背景及價值觀有所了解才能有效 地進行人才管理。然而,外籍員工與文化傾向之研究在組織與人力資源研究中文獻並不充分。 於此,本研究認為員工個人權力距離傾向對於領導與員工相處之關係有顯著影響,連帶幫助 員工建立對於領導者的信任且在工作中降低心理壓力、增進員工快樂程度。本研究以社會交 換理論與領導者與成員交換關係為基礎,探討不同文化背景之外籍員工受到文化傾向影響對 信任及工作壓力的影響。本研究預計對於管理研究與實務有如下貢獻:(1)促進瞭解員工快樂 的組織與前置因素; (2)以外籍員工的觀點來詮釋權力距離傾向對領導者與員工關係之影響(權 力距離傾向的調節作用); (3)說明對於領導者的信任與工作壓力如何對於員工快樂程度產生影 響(信任與工作壓力的中介作用)。
A large wave of overseas human resources from multiple countries has entered the labor market of Taiwan throughout the recent years, creating a shift and reshaping Taiwan’s labor market segmentation. Researchers suggest that globalization has reached a point that in order to execute effective management, managers must be aware of the importance of cultural factors and values. However, a gap still remains in the organizational behavior and human resource management literatures regarding cultural influence and its influence on employee behaviors. This study argues that power distance orientation has a profound influence leader-member exchange (LMX), which could help lower job stress and enhance trust and happiness. Based on social exchange theory and LMX theory, this study examines how employees with different cultural values respond and develop supervisor trust and job stress. The expected contributions of this study can be analyzed from research and managerial perspectives: (1) improve our understanding of the organizational and antecedents of employee happiness (well-being); (2) provide a new perspective in analyzing power distance orientation by examining the influence of power distance orientation and LMX and its moderating effect; (3) broaden the understanding of the effects of supervisor trust and job stress on employee happiness by examining the mediating effects of supervisor trust and job stress.
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