科技部專題研究計畫主持人
MOST-105-2410-H-009-047-SSS
不當督導氣候與員工工作沉浸:跨層次研究
Abusive supervision and employee workflow: a cross-level analysis
科技部
Ministry of Science and Technology
國立交通大學
National Chiaotung University
王耀德
Wang
國立交通大學管理科學系
Department of Management Science, National Chiaotung University
Yau-De Wang
教授
0921179410
yaudewang@yahoo.com.tw
計畫執行期間起:2016-08-01
計畫執行期間迄:2017-12-31
2016-12-01
2017-06-30
高科技與傳統製造公司部門員工
1
003,004
05
不當督導氣候,工作沉浸,心理賦權,自我監控
abusive supervision climate, workflow, psychological empowerment, self-monitoring
學者認為增強內在工作動機,才能顯著地降低心理及生理資源的耗竭。本研究認為工作的沉浸經驗能幫助人們在工作中重拾樂趣、獲得滿足感及預防心力枯竭。工作沉浸在組織研究文獻中並不充分。本研究以社會訊息處理與沉浸理論為基礎,探討不當督導氣候透過心理賦權對工作沉浸產生負面影響。本研究以臺灣高科技與傳統製造公司員工為對象,共取得222組工作團隊的935員工的調查資料。分析結果發現:(1)組織不當督導氣候會負向影響工作沉浸;(2)心理賦權在不當督導氣候與工作沉浸之間,具有部分中介效果;(3)自我監控在不當督導氣候與工作沉浸之間具有調節效果;(4)自我監控會調節心理賦權在不當督導氣候與工作沉浸關係的中介作用,此中介作用僅發生在自我監控低的員工。最後,根據分析結果提出管理實務與未來研究建議。
Scholars have suggested that enhancing intrinsic motivation can prevent mental and physical depletions from work overload. This study argues that flow experiences at work can induce work joys, enhance job satisfaction and prevent burnout. In the organizational literature, the study of effects of workflow experiences on employees has remained as only a minor concern of researchers. Based on the social information and workflow theories, we suggest that abusive supervision climate has a negative influence on employee’s workflow experiences through its negative effects of the climate on employee’s psychological empowerment. We collected data from 935 full-time employees in 222 workgroups from a sample of high-tech and traditional manufacturing firms in Taiwan. The results showed that abusive supervision climate was negatively related with workflow experience, and psychological empowerment partially mediated this negative relationship. We also found that self-monitoring characteristic of employees moderated the effects of abusive supervision climate on psychological empowerment. The results from the moderated mediation analysis showed that this mediation of psychological empowerment was moderated by self-monitoring such that at the lower level of self-monitoring, the mediation effect of psychological empowerment became stronger. Implications for managerial practices and suggestions for future research were discussed.
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