科技部專題研究計畫主持人
MOST 108-2410-H-011-010 -SSS
部屬信任主管,建言行為與工作績效的關係:主管-主管交換與團隊-成員交 換的調節角色
The Relationships among Trust in Supervisor, Voice Behavior and Task Performance:The Moderating Roles of Leader-leader Exchange and Team-member Exchange
科技部
Ministry of Science and Technology
國立臺灣科技大學
National Taiwan University of Science & Technology
鄭仁偉
Cheng, Jen-Wei
國立臺灣科技大學企管系
Department of Business Adminstration, National Taiwan University of Science & Technology
鄭仁偉
教授
0920308850
jwcheng@mail.ntust.edu.tw
計畫執行期間起:2019-08-01
計畫執行期間迄:2020-07-31
2019-12-01
2020-02-24
1. 非營利樣本:依據空軍司令部轄下單位:空軍司令部(5%),作戰指揮部(5%),教育訓練與準則發展指揮部(5%),防空砲兵指揮部(40%),保修指揮部(15%)及七個作戰聯隊(45%),其中括弧數字是為人員數比例,進行分層隨機抽樣分配。2.營利樣本:營利組織對象以「天下2018大光碟普及版」的高科技廠商為抽樣母體,本文會先依照電腦及週邊產業、積體電路產業、通訊產業、光電產業、精密機械產業及生物技術產業的母體數比例,進行各產業樣本家數分配。續以系統抽樣法,總共在六大產業廠商中,抽取150家廠商的研發部門,
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001,003
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信任主管、建言行為、主管-主管交換關係、團隊-成員交換關係
trust in leader, voice behavior, leader-leader exchange, team-member exchange
本文是檢視部屬信任主管,建言行為與工作績效的關係:主管-主管交換與團隊-成員交換的調節角色。本文援引部屬信任主管來解釋為什麼(why)員工會勇於建言,而高低的主管-主管交換及高低的團隊-成員交換,則是用以解釋在何種(what)情境脈絡中,會影響員工建言行為及工作績效。抽樣採分層隨機抽樣法,並分從營利事業及非營利事業組織,來蒐集750組主管與部屬的跨層次配對問卷,用以驗證本文理論模型。本文研究假設均獲得支持。本文具有華人文化主體性的理論思惟觀點,能和國外建言行為研究進行對話,貢獻可稍彌補我國有關研究員工建言行為的前因與後果變項在理論及實證的不足。最後,本文亦會針對研究結果,提供實務與學術研究意涵及未來對員工建言行為學域的研究方向。
This study investigates the relationships among trust in supervisor, voice behavior and task performance: the moderating roles of leader-leader exchange and team-member exchange. This study hopes to understand why trust in supervisors evoke employees engaging in voice behavior and in what contexts (i.e., H/L leader-leader exchange and H/L team-member exchange) will influence employee voice behavior and task performance. This study uses a stratified random sampling method, and collects data from profit and non-profit organizations, this study has 750 supervisors–subordinates cross-level survey pairs to test our theoretical model. We analysis what are employee thinking of trust in leader, LLX, TMX and voice behavior in the Chinese culture contexts, so as to be able to conduct dialogues with Western voice behavior researches. This study contributes to the extending prior researches in the antecedents and consequences of employee voice behavior in Taiwan. Practical and theoretical implications are addressed based on the research findings, as well as suggestions for future research in the employee voice behavior field.
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