| dc.contributor.advisor | 胡昌亞 | zh_TW |
| dc.contributor.advisor | Dr. Hu, Changya | en_US |
| dc.contributor.author (Authors) | 范思美 | zh_TW |
| dc.contributor.author (Authors) | Pham Xuan Ban, Mai | en_US |
| dc.creator (作者) | 范思美 | zh_TW |
| dc.creator (作者) | Pham Xuan Ban, Mai | en_US |
| dc.date (日期) | 2023 | en_US |
| dc.identifier (Other Identifiers) | G0108355506 | en_US |
| dc.description (描述) | 博士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 企業管理學系 | zh_TW |
| dc.description (描述) | 108355506 | zh_TW |
| dc.description.abstract (摘要) | 人際依附理論廣泛應用於了解職場員工的情感連結和互動模式。為了整合依附關係 在組織行為領域中的研究結果，研究一彙整 74 篇實徵文章(K = 76 個研究，N = 19,237 員工)進行整合分析。結果發現，安全依附與多數工作態度(如:信任、工作滿意度)以 及工作行為(如:組織公民行為、人際導向組織公民行為、工作績效)有正相關。焦慮依 附與工作態度(如:工作滿意度、信任)以及工作行為(如、工作績效、組織導向組織公 民行為)有負相關。迴避依附與工作滿意度有負向關係，但與偏差行為有正向關係。奠基 研究一的結果基礎，本研究延伸關注依附類型對其他工作行為(如:建言、沉默)的影 響。而本研究基於特質激活理論，提出威權和仁慈領導為重要的調節變項，並基於理論觀 點，指出當主管提供不合配的特質相關線索，可能會加劇不安全依附員工之行為反應。研 究二採用多個時間點蒐集 202 份主管與部屬之對偶問卷，來檢驗研究假說。遵循 Cheung 等人(2021) 的建議進行統計分析，結果發現安全依附與促進性建言有正相關;焦慮依附與 抑制性建言與沉默有負相關;迴避依附與沉默有正相關。然而，威權領導未調節焦慮依附 與抑制性建言之間的關係;仁慈領導未調節迴避附著與沉默之間的關係。最後，本文根據 研究結果提出理論貢獻、實務建議、研究限制與未來研究方向。 | zh_TW |
| dc.description.abstract (摘要) | Attachment style is a valuable motivation framework for studying how people develop connections and interaction patterns in the workplace. To quantitatively synthesize empirical studies of the influence of attachment styles in the workplace, study 1 examined relationships between attachment styles and employees’ work attitudes and behaviors from 74 empirical articles (K = 76 independent samples representing N = 19,237 workers). The results showed that secure attachment positively related to favorable workplace outcomes (i.e., trust, job satisfaction, organizational citizenship behavior, OCB, organizational citizenship behavior-individuals, OCB- I, and task performance). Anxious attachment was negatively related to job satisfaction, trust, task performance, and organizational citizenship behavior-organizational, OCB-O. Avoidance attachment was also negatively related to job satisfaction but positively related to counterproductive work behavior, CWB. To this end, study 2 aimed to investigate the impact of attachment styles on employees’ other work behaviors, such as voice and silence. To better understand the interaction of insecure attachment employees with their supervisors in the workplace, the study identified authoritarian and benevolent leadership as key moderators. Based on trait activation theory, the study suggested that supervisors may exacerbate the behavioral responses of insecure attachment employees by providing unsuitable trait-relevant cues. Time- lagged data collected from 202 supervisor-employee dyads were used to test the hypotheses. Following the analytic steps recommended by Cheung et al. (2021), the results demonstrated that secure attachment was positively related to promotive voice. Anxious attachment was negatively related to prohibitive voice and positively related to silence. Avoidant attachment was positively related to silence. Authoritarian leadership did not moderate the relationship between anxious attachment and prohibitive voice. Benevolent leadership did not moderate the relationship between avoidant attachment and silence. Theoretical contributions, practical implications, and limitations of the findings as well as future research directions are discussed. | en_US |
| dc.description.tableofcontents | 摘要 iii
Abstract iv
Contents vi
List of Figures viii
List of Tables ix
Study 1 1
Introduction 1
Literature Review 6
2.1 Attachment Theory at Workplace 6
2.2 Existing Challenges in the Measure of Attachment Styles 8
2.3 Attachment Styles and Employee Workplace Outcomes 13
Method 16
3.1 Literature Search 16
3.2 Exclusion Criteria 17
3.3 Coding of Studies 18
3.4 Statistical Procedures 21
3.5 Variables Included in Analyses 21
Results 23
4.1 Sample Characteristics 23
4.2 Individual Attitudes 23
4.3 Individual Behaviors 24
4.4 Attachment Styles 24
Discussion 27
5.1 Theoretical Contributions 27
5.2 Implications for Future Research 29
5.3 Managerial Implications 31
5.4 Limitations 32
Study II 35
Introduction 35
Literature Review 43
6.1 Employee Voice 43
6.3 Avoidant Attachment Styles and Voice 46
6.4 Trait Activation Theory 48
6.5 Paternalistic Leadership Styles as Moderators 49
6.5.1 The Moderating Effect of Authoritarian Leadership 53
6.5.2 The Moderating Effect of Benevolent Leadership 57
Methodology 62
7.1 Research Framework 62
7.2 Participants and Procedure 62
7.3 Measures 64
Results 66
8.1 Analytical Strategy and Preliminary Results 66
8.2 Analyses of the Measurement Model 66
8.3 Descriptive Statistics 67
8.4 Hypotheses Testing Results 69
Discussion 75
Overview of Findings 75
9.1 Theoretical Implication 76
9.2 Managerial Implications 81
9.3 Limitations 82
9.4 Future Research Directions 85
9.5 Conclusion 87
Reference 88
Appendix 44 | zh_TW |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0108355506 | en_US |
| dc.subject (關鍵詞) | 人際依附關係 | zh_TW |
| dc.subject (關鍵詞) | 整合分析 | zh_TW |
| dc.subject (關鍵詞) | 家長式領導 | zh_TW |
| dc.subject (關鍵詞) | 沈默 | zh_TW |
| dc.subject (關鍵詞) | 特質激活理論 | zh_TW |
| dc.subject (關鍵詞) | 建言行為 | zh_TW |
| dc.subject (關鍵詞) | attachment styles | en_US |
| dc.subject (關鍵詞) | meta-analysis | en_US |
| dc.subject (關鍵詞) | paternalistic leadership | en_US |
| dc.subject (關鍵詞) | silence | en_US |
| dc.subject (關鍵詞) | trait activation theory | en_US |
| dc.subject (關鍵詞) | voice | en_US |
| dc.title (題名) | 不安全依附對員工建言行為之影響:不同家長式領導風格之調節效果 | zh_TW |
| dc.title (題名) | Insecurity Attachment and Employee Voice Behavior : The Differential Moderating Roles of Paternalistic Leadership | en_US |
| dc.type (資料類型) | thesis | - |
