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題名 女性領導者之後效懲罰行為對部屬評價與工作表現的影響：內在歸因及意圖歸因的中介效果
The Impacts of Female Leaders’ Contingent Punishment Behaviors on Subordinate’s Evaluation and Work Performance：The Mediating Effects of Internal and Intentional Attributions
作者 陳怡廷
Chen, Yi Ting
貢獻者 李怡青
Lee, I Ching
陳怡廷
Chen, Yi Ting
關鍵詞 女性領導者
後效懲罰行為
部屬評價
部屬工作表現
歸因
Female leaders
Contignet punishment behavior
Evaluation
Work performance
Attributions
日期 2017
上傳時間 28-Aug-2017 11:40:24 (UTC+8)
摘要 隨著台灣社會對於性別平權的提倡與重視，有越來越多的女性投入職場，然而在高階領導階層的男女比例還是有明顯的差距。本研究希望以實驗法深入探討領導者在組織當中展現特定管理行為效果的性別差異，即男、女性領導者展現後效懲罰行為對部屬的影響。由於後效懲罰行為時常會伴隨生氣情緒展現，又後效懲罰與生氣情緒皆屬違反女性刻板印象行為，預期相較於男性領導者，女性領導者展現此管理行為時會受到部屬比較低的評價和工作表現。研究一透過閱讀後效懲罰短文情境並操弄領導者的性別，僅在部屬對女性領導者評價上發現些微符合預期的證據。研究二改採實際模擬互動情境，操弄領導者性別、給予的回饋並及情緒圖片，結果發現女性領導者展現後效懲罰行為時，確實較男性領導者有較低的評價及工作表現，且利用路徑分析發現內在歸因及部分正向意圖歸因的中介效果。綜合兩個研究可以凸顯女性領導者執行特定重要管理行為時所面臨的困境，並期許兩性在職場上能有更平等的發展機會。
Despite women’s increasing worforce participation, the gender gap in organizations has not changed appreciably nowadays. Women are still underrepredented in leadership positions in Taiwan. This research reveals a delimma female leaders may face when exhibiting Contignet Punishment Behavior, which is not only an important but a counterstereotypical management behavior. Since Contignet Punishment Behavior is always accompany with anger expression, we conducted two experiments to examine whether people are biased against female leaders when they exhibited it. Although study 1 showed only a small tendency that female leader is less evaluated than male leader, we found participants did give less evaluation and work less when they received contingent punishment from female leader than male leader, and the mediating role of internal and positive intentional attribution also found in study 2. Overall, we reveal penalties for women when they display important menagment behavior which is perceived violating gender－stereotypic prescriptions. Implication and practical applications are discussed.
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王叢桂（1999）。性別角色信念、家庭承諾、工作承諾與工作價值之關係。本土心理學研究，11，59-89。
性別圖像電子書(2014)，行政院主計總處。http://ebook.dgbas.gov.tw/public/Data/452693633T6LW6MTY.pdf
張佑全（民89）。多樣化工作團隊管理型態與績效關係之研究：以引進外勞企業為例。碩士論文，國立成功大學企業管理研究所。
鄭伯壎、樊景立、周麗芳（2006）：《家長式領導：模式與證據》。台北：華泰文化公司。
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描述 碩士
國立政治大學
心理學系
102752010
資料來源 http://thesis.lib.nccu.edu.tw/record/#G1027520101
資料類型 thesis
dc.contributor.advisor 李怡青zh_TW
dc.contributor.advisor Lee, I Chingen_US
dc.contributor.author (Authors) 陳怡廷zh_TW
dc.contributor.author (Authors) Chen, Yi Tingen_US
dc.creator (作者) 陳怡廷zh_TW
dc.creator (作者) Chen, Yi Tingen_US
dc.date (日期) 2017en_US
dc.date.accessioned 28-Aug-2017 11:40:24 (UTC+8)-
dc.date.available 28-Aug-2017 11:40:24 (UTC+8)-
dc.date.issued (上傳時間) 28-Aug-2017 11:40:24 (UTC+8)-
dc.identifier (Other Identifiers) G1027520101en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/112203-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學系zh_TW
dc.description (描述) 102752010zh_TW
dc.description.abstract (摘要) 隨著台灣社會對於性別平權的提倡與重視，有越來越多的女性投入職場，然而在高階領導階層的男女比例還是有明顯的差距。本研究希望以實驗法深入探討領導者在組織當中展現特定管理行為效果的性別差異，即男、女性領導者展現後效懲罰行為對部屬的影響。由於後效懲罰行為時常會伴隨生氣情緒展現，又後效懲罰與生氣情緒皆屬違反女性刻板印象行為，預期相較於男性領導者，女性領導者展現此管理行為時會受到部屬比較低的評價和工作表現。研究一透過閱讀後效懲罰短文情境並操弄領導者的性別，僅在部屬對女性領導者評價上發現些微符合預期的證據。研究二改採實際模擬互動情境，操弄領導者性別、給予的回饋並及情緒圖片，結果發現女性領導者展現後效懲罰行為時，確實較男性領導者有較低的評價及工作表現，且利用路徑分析發現內在歸因及部分正向意圖歸因的中介效果。綜合兩個研究可以凸顯女性領導者執行特定重要管理行為時所面臨的困境，並期許兩性在職場上能有更平等的發展機會。zh_TW
dc.description.abstract (摘要) Despite women’s increasing worforce participation, the gender gap in organizations has not changed appreciably nowadays. Women are still underrepredented in leadership positions in Taiwan. This research reveals a delimma female leaders may face when exhibiting Contignet Punishment Behavior, which is not only an important but a counterstereotypical management behavior. Since Contignet Punishment Behavior is always accompany with anger expression, we conducted two experiments to examine whether people are biased against female leaders when they exhibited it. Although study 1 showed only a small tendency that female leader is less evaluated than male leader, we found participants did give less evaluation and work less when they received contingent punishment from female leader than male leader, and the mediating role of internal and positive intentional attribution also found in study 2. Overall, we reveal penalties for women when they display important menagment behavior which is perceived violating gender－stereotypic prescriptions. Implication and practical applications are discussed.en_US
dc.description.tableofcontents 第一章 研究動機與目的 1
第二章 文獻回顧 2
第一節 對女性領導者之刻板印象與偏見 2
第二節 領導風格理論 4
第三節 跨領導風格管理行為－後效懲罰行為 6
第四節 後效懲罰行為之研究 9
第五節 後效懲罰行為之性別調節效果 11
第六節 領導者展現生氣情緒對部屬知覺的影響 12
第七節 中介機制的探討：內在歸因及意圖歸因 14
第三章 研究方法 20
第一節 預試一 20
第二節 研究一 23
第三節 研究二 36
第四章 綜合討論 55
第一節 研究結果討論 56 第二節 研究貢獻57
第三節 研究限制及未來研究方向 59
參考文獻 61		zh_TW
dc.format.extent 1978388 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G1027520101en_US
dc.subject (關鍵詞) 女性領導者zh_TW
dc.subject (關鍵詞) 後效懲罰行為zh_TW
dc.subject (關鍵詞) 部屬評價zh_TW
dc.subject (關鍵詞) 部屬工作表現zh_TW
dc.subject (關鍵詞) 歸因zh_TW
dc.subject (關鍵詞) Female leadersen_US
dc.subject (關鍵詞) Contignet punishment behavioren_US
dc.subject (關鍵詞) Evaluationen_US
dc.subject (關鍵詞) Work performanceen_US
dc.subject (關鍵詞) Attributionsen_US
dc.title (題名) 女性領導者之後效懲罰行為對部屬評價與工作表現的影響：內在歸因及意圖歸因的中介效果zh_TW
dc.title (題名) The Impacts of Female Leaders’ Contingent Punishment Behaviors on Subordinate’s Evaluation and Work Performance：The Mediating Effects of Internal and Intentional Attributionsen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 中文部分
王中豫（民102）。恨鐵不成鋼規範對不當督導及意圖歸因的調節效果。碩士論文，國立政治大學心理學研究所。
王叢桂（1999）。性別角色信念、家庭承諾、工作承諾與工作價值之關係。本土心理學研究，11，59-89。
性別圖像電子書(2014)，行政院主計總處。http://ebook.dgbas.gov.tw/public/Data/452693633T6LW6MTY.pdf
張佑全（民89）。多樣化工作團隊管理型態與績效關係之研究：以引進外勞企業為例。碩士論文，國立成功大學企業管理研究所。
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