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題名 以情感事件理論探討不當督導與不當員工行為之關係：知覺相似性的調節效果
An Affective Events Theory Perspective of Abusive Supervision and Employees’ Abusive Behavior: The Moderating Role of Perceived Similarity
作者 蘇雨純
Su, Yu-Chun
貢獻者 胡昌亞
Hu, Chang-Ya
蘇雨純
Su, Yu-Chun
關鍵詞 不當督導
不當行為
心情
知覺相似性
情感事件理論
Abusive supervision
Moods
Abusive behavior
Affective Events Theory
日期 2018
上傳時間 3-Jul-2018 17:39:40 (UTC+8)
摘要 本研究以「情感事件理論」為基礎，探討部屬正負向工作心情是否中介不當督導與不當員工行為間之關係，並進一步檢驗部屬知覺與主管之相似性是否調節不當督導與部屬工作心情間的關係。本研究共收集187組來自不同行業的主管部屬配對問卷，並以階層多元迴歸分析進行假設檢驗。結果顯示，雖然不當督導與部屬正向及負向心情有顯著的相關，但只有正向心情中介不當督導與不當員工行為之關係。而部屬知覺相似性則僅調節不當督導與部屬負向心情間之關係，當知覺相似性低時，不當督導與部屬負向心情間的正向關係越強。本研究亦針對研究結果之理論與管理意涵進行討論。
Using the Affective Events Theory (AET, Weiss & Cropanzano, 1996) as the foundation, this study examined the mediating roles of employees’ positive and negative moods in the relationship between supervisors’ abusive supervision and employees’ abusive behavior. Furthermore, this study also examined the moderating role that employees` perceived similarity to the supervisor plays in the relationship between supervisors’ abusive supervision and employees’ abusive behavior. Using survey data collected from 187 supervisor-employee dyads in various industries, hypothesis testing was examined by hierarchal multiple regression analyses. Results indicated that while supervisors’ abusive supervision was significantly related to employees’ positive moods and negative moods, only positive moods mediated the relationship between supervisors’ abusive supervision and employees’ abusive behavior. Furthermore, employees’ perceived similarity to the supervisor only moderated the relationship between supervisors’ abusive supervision and employees` negative moods such that the positive relationship between supervisors’ abusive supervision and employees’ negative moods was stronger when the perceived similarity was low. Theoretical and practical implication of the findings are discussed.
參考文獻 洪嘉琳、胡佩怡，(2009)。主管不當督導與部屬情緒耗竭之關係：前置因素與調節效果之探討。勞工安全衛生簡訊，96期，11-13。
胡昌亞、鄭瑩妮，(2014)。不當督導研究回顧與前瞻。中華心理學刊，56卷第2期，191-214。
高日光，（2009）。破壞性領導會是組織的害群之馬嗎？中國組織情境的破壞性領導行為研究。管理世界，9，124-132，147。
洪贊凱、卓明德、洪詩晴（2011）。主管知覺互動不正義、主管不當督導與部屬績效關係之研究―主管與部屬適配的干擾角色以及情緒耗竭的中介歷程。中原企管評論，9，67-92。
吳宗祐（2008）。由不當督導到情緒耗竭：部屬正義知覺與情緒勞動的中介效果。中華心理學刊，50，201-221。
郭建志、 蘇嫚、 張守中。個人－組織的雇用關係：負向認同與職場偏差行為之研究。中華心理學刊，56卷1期，31 – 47。
紀乃文、石蕙菱、郭智涵，(2015)。建言或諫言？ 探討員工正、負向心情與建言行為的關係： 轉換型與交易型領導的干擾效果。管理學報，32 卷1 期，43-68。
彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異：問題本質、影 響、測試和補救」。管理學報，第23卷第1期，77-98。
戚樹誠、羅新興、梁欣光、賴璽方、朱志傑，(2017)。職場偏差行為之實證發現與展望：2000~2015 亞洲研究的回顧。臺大管理論叢，第27 卷第2 期 ，259-306。
張簡郁珊(2014)。不當督導對員工服務績效與助人行為之影響效果驗證。未出版之碩士論文，國立東華大學企業管理學系。
洪嘉琳(2008)。不當督導行為與偏差行為之關係─ 相對剝奪感之中介效果。未出版之碩士論文，東吳大學心理學系。
黃淑蓉(2015)。主管的不當督導與員工工作敬業心之關係-以正向心情為中介變數。未出版之碩士論文，健行科技大學國際企業經營系碩士班。
陳瑛青(2005)。主管不當監督行為之後果探討:以負面情感為中介變項。未出版之碩士論文，大葉大學國際企業管理學系碩士班。
張真瑜(2011)。不當督導行為與部屬後果之關係—負面情緒的中介效果。未出版之碩士論文，國立政治大學心理學研究所。
江彧慈(2011)。不當領導對部屬的影響-以情感事件理論與資源保存理論觀點探討。未出版之碩士論文，銘傳大學企業管理學系碩士班。
邱德鑫(2015)。替代性不當督導對旁觀者反應行為的影響:以負向情感為中介變數。未出版之碩士論文，銘傳大學企業管理學系碩士班。
陳信宏(2006)。人際吸引對師徒間相似性與師徒功能中介效果之探討。未出版之碩士論文，國立台灣科技大學企業管理研究所。
李欣岳，Y世代．新勢力：「七年級工作觀」大調查，上網日期2018年4月20日，檢自：http://www.cheers.com.tw/article/article.action?id=5027214
台灣就業通，2017新鮮人職場焦慮感大調查，上網日期2018年4月20日，檢自：https://www.taiwanjobs.gov.tw/Internet/2017/Survey/Q3/page01.html
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描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
106363033
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0106363033
資料類型 thesis
dc.contributor.advisor 胡昌亞zh_TW
dc.contributor.advisor Hu, Chang-Yaen_US
dc.contributor.author (Authors) 蘇雨純zh_TW
dc.contributor.author (Authors) Su, Yu-Chunen_US
dc.creator (作者) 蘇雨純zh_TW
dc.creator (作者) Su, Yu-Chunen_US
dc.date (日期) 2018en_US
dc.date.accessioned 3-Jul-2018 17:39:40 (UTC+8)-
dc.date.available 3-Jul-2018 17:39:40 (UTC+8)-
dc.date.issued (上傳時間) 3-Jul-2018 17:39:40 (UTC+8)-
dc.identifier (Other Identifiers) G0106363033en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/118324-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理研究所(MBA學位學程)zh_TW
dc.description (描述) 106363033zh_TW
dc.description.abstract (摘要) 本研究以「情感事件理論」為基礎，探討部屬正負向工作心情是否中介不當督導與不當員工行為間之關係，並進一步檢驗部屬知覺與主管之相似性是否調節不當督導與部屬工作心情間的關係。本研究共收集187組來自不同行業的主管部屬配對問卷，並以階層多元迴歸分析進行假設檢驗。結果顯示，雖然不當督導與部屬正向及負向心情有顯著的相關，但只有正向心情中介不當督導與不當員工行為之關係。而部屬知覺相似性則僅調節不當督導與部屬負向心情間之關係，當知覺相似性低時，不當督導與部屬負向心情間的正向關係越強。本研究亦針對研究結果之理論與管理意涵進行討論。zh_TW
dc.description.abstract (摘要) Using the Affective Events Theory (AET, Weiss & Cropanzano, 1996) as the foundation, this study examined the mediating roles of employees’ positive and negative moods in the relationship between supervisors’ abusive supervision and employees’ abusive behavior. Furthermore, this study also examined the moderating role that employees` perceived similarity to the supervisor plays in the relationship between supervisors’ abusive supervision and employees’ abusive behavior. Using survey data collected from 187 supervisor-employee dyads in various industries, hypothesis testing was examined by hierarchal multiple regression analyses. Results indicated that while supervisors’ abusive supervision was significantly related to employees’ positive moods and negative moods, only positive moods mediated the relationship between supervisors’ abusive supervision and employees’ abusive behavior. Furthermore, employees’ perceived similarity to the supervisor only moderated the relationship between supervisors’ abusive supervision and employees` negative moods such that the positive relationship between supervisors’ abusive supervision and employees’ negative moods was stronger when the perceived similarity was low. Theoretical and practical implication of the findings are discussed.en_US
dc.description.tableofcontents 摘 要 I
ABSTRACT II
目 次 III
表 次 V
圖 次 VI
第一章 緒論 1
第一節 研究動機 1
第二節 研究方向與目的 3
第二章 文獻探討 4
第一節 不當督導、不當員工行為、部屬工作心情及情感事件理論 4
第二節 知覺相似性之調節效果 10
第三節 研究架構 11
第三章 研究方法 12
第一節 研究對象與流程 12
第二節 研究變項定義與測量方法 13
第三節 資料分析方法 17
第四章 研究結果 19
第一節 樣本描述 19
第二節 研究變項描述性統計分析 23
第三節 迴歸分析 26
第五章 結論與建議 29
第一節 結論 29
第二節 研究限制與建議 30
第三節 研究貢獻與管理意涵 32
參考文獻 34
附錄一：研究問卷(主管) 41
附錄二：研究問卷(部屬) 44		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0106363033en_US
dc.subject (關鍵詞) 不當督導zh_TW
dc.subject (關鍵詞) 不當行為zh_TW
dc.subject (關鍵詞) 心情zh_TW
dc.subject (關鍵詞) 知覺相似性zh_TW
dc.subject (關鍵詞) 情感事件理論zh_TW
dc.subject (關鍵詞) Abusive supervisionen_US
dc.subject (關鍵詞) Moodsen_US
dc.subject (關鍵詞) Abusive behavioren_US
dc.subject (關鍵詞) Affective Events Theoryen_US
dc.title (題名) 以情感事件理論探討不當督導與不當員工行為之關係：知覺相似性的調節效果zh_TW
dc.title (題名) An Affective Events Theory Perspective of Abusive Supervision and Employees’ Abusive Behavior: The Moderating Role of Perceived Similarityen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 洪嘉琳、胡佩怡，(2009)。主管不當督導與部屬情緒耗竭之關係：前置因素與調節效果之探討。勞工安全衛生簡訊，96期，11-13。
胡昌亞、鄭瑩妮，(2014)。不當督導研究回顧與前瞻。中華心理學刊，56卷第2期，191-214。
高日光，（2009）。破壞性領導會是組織的害群之馬嗎？中國組織情境的破壞性領導行為研究。管理世界，9，124-132，147。
洪贊凱、卓明德、洪詩晴（2011）。主管知覺互動不正義、主管不當督導與部屬績效關係之研究―主管與部屬適配的干擾角色以及情緒耗竭的中介歷程。中原企管評論，9，67-92。
吳宗祐（2008）。由不當督導到情緒耗竭：部屬正義知覺與情緒勞動的中介效果。中華心理學刊，50，201-221。
郭建志、 蘇嫚、 張守中。個人－組織的雇用關係：負向認同與職場偏差行為之研究。中華心理學刊，56卷1期，31 – 47。
紀乃文、石蕙菱、郭智涵，(2015)。建言或諫言？ 探討員工正、負向心情與建言行為的關係： 轉換型與交易型領導的干擾效果。管理學報，32 卷1 期，43-68。
彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異：問題本質、影 響、測試和補救」。管理學報，第23卷第1期，77-98。
戚樹誠、羅新興、梁欣光、賴璽方、朱志傑，(2017)。職場偏差行為之實證發現與展望：2000~2015 亞洲研究的回顧。臺大管理論叢，第27 卷第2 期 ，259-306。
張簡郁珊(2014)。不當督導對員工服務績效與助人行為之影響效果驗證。未出版之碩士論文，國立東華大學企業管理學系。
洪嘉琳(2008)。不當督導行為與偏差行為之關係─ 相對剝奪感之中介效果。未出版之碩士論文，東吳大學心理學系。
黃淑蓉(2015)。主管的不當督導與員工工作敬業心之關係-以正向心情為中介變數。未出版之碩士論文，健行科技大學國際企業經營系碩士班。
陳瑛青(2005)。主管不當監督行為之後果探討:以負面情感為中介變項。未出版之碩士論文，大葉大學國際企業管理學系碩士班。
張真瑜(2011)。不當督導行為與部屬後果之關係—負面情緒的中介效果。未出版之碩士論文，國立政治大學心理學研究所。
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dc.identifier.doi (DOI) 10.6814/THE.NCCU.MBA.004.2018.F08-