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題名 主管表達感謝與員工工作態度與行為的中介歷程探討：以LMX與關注主管情緒為調節變項
An investigation of the mediating process of supervisors' expressions of gratitude on employee work attitudes and behaviors: The moderating effects of LMX and attention to supervisors’ emotion作者 余相賓
Yu, Hsiang-Pin貢獻者 蔡維奇
Tsai, Wei-Chi
余相賓
Yu, Hsiang-Pin關鍵詞 主管表達感謝
情緒作為社會訊息理論
工作意義感
喜歡主管
工作敬業度
支持主管行為
領導部屬交換關係
關注主管情緒
Supervisors' expressions of gratitude
Work meaningfulness
Liking to supervisor
Work engegemet
Supporting supervisor behavior
LMX
Attention to supervisors’ emotion
Emotions as social information日期 2024 上傳時間 4-九月-2024 16:10:12 (UTC+8) 摘要 感謝是具有社會功能的情緒。近年學者逐漸關注，當受益者對提供幫助者表達感謝會產生何種影響，尤其在組織中主管與部屬權力不對等的對偶關係。本研究採用情緒作為社會訊息理論為基礎，探討當主管對部屬表達感謝，會對於部屬工作敬業度與支持主管行為的影響，以認知推論路徑（工作意義感）及情感反應路徑（喜歡主管）作為雙中介機制，並以部屬的合適性判斷（部屬LMX程度）與訊息處理動機（關注主管情緒）為調節變數。 本研究透線上問卷調查方式進行，透過不同時間點（間隔兩週）與不同來源（主管與部屬），共蒐集主管與部屬有效對偶資料共199筆，並進行統計檢驗。路徑分析結果顯示：主管表達感謝會通過部屬喜歡主管影響部屬後續的支持主管行為，然而，主管表達感謝通過部屬工作意義感影響部屬工作敬業度的認推論路徑，僅在某些條件下才會成立。本研究發現部屬LMX與關注主管情緒對認知路徑調節式中介的效果，LMX會強化認知推論路徑，而關注主管情緒會弱化認知推論路徑。最後，本研究依據上述研究結果，提出管理實務意涵與未來研究建議。
Gratitude is an important social functions emotion. In recent years, scholars have increasingly focused on the impact when beneficiary’s express gratitude towards benefators, particularly in power asymmetric supervisor-subordinate relationships within organizations. Based on the Emotions as Social Information (EASI) model, we explore the mediating process of supervisors' expressions of gratitude on employee work attitudes and behaviors. Our research model consists of cognitive inference pathways (work meaningfulness) and affective response pathways (liking the supervisor). It also considers the moderating effect of LMX and subordinates’ attention to the supervisor's emotions. An online questionnaire survuy using conveience sampling was conducted. We collected data from using a multisource, multiphase research design. The valid data are comprised of 199 leader−follower dyads, consisting of 76 leaders and 199 followers. The result of path analysis indicate that supervisors’ expression of gratitude was positively related to subordinates’ supporting supervisor behavior via liking to supervisor. However, the mediating effect of supervisors’ gratitude expression on subordinate work engagement via work meaningfulness only occurs under certain conditions. This research also reveals that subordinate LMX and attention to supervisor's emotions moderate the effects within the cognitive inference pathways, with LMX strengthening and attention to supervisor's emotions weakening the cognitive inference pathway. The current study follows the research results to offer practical implications and advice for future research.參考文獻 參考文獻 中文文獻 楊國樞 (1995)。家族化歷程、泛家族主義、及組織管理。刊於臺灣與大陸的企業文化及人力資源管理研討會論文集，鄭伯壎主編。臺北：信義文化基金會。 英文文獻 Aiken LS and West SG (1991) Multiple Regression: Testing and Interpreting Interactions. Newbury Park, CA: SAGE. Algoe, S. B. (2012). 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國立政治大學
企業管理學系
106355507資料來源 http://thesis.lib.nccu.edu.tw/record/#G0106355507 資料類型 thesis dc.contributor.advisor 蔡維奇 zh_TW dc.contributor.advisor Tsai, Wei-Chi en_US dc.contributor.author (作者) 余相賓 zh_TW dc.contributor.author (作者) Yu, Hsiang-Pin en_US dc.creator (作者) 余相賓 zh_TW dc.creator (作者) Yu, Hsiang-Pin en_US dc.date (日期) 2024 en_US dc.date.accessioned 4-九月-2024 16:10:12 (UTC+8) - dc.date.available 4-九月-2024 16:10:12 (UTC+8) - dc.date.issued (上傳時間) 4-九月-2024 16:10:12 (UTC+8) - dc.identifier (其他 識別碼) G0106355507 en_US dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/153575 - 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) 106355507 zh_TW dc.description.abstract (摘要) 感謝是具有社會功能的情緒。近年學者逐漸關注，當受益者對提供幫助者表達感謝會產生何種影響，尤其在組織中主管與部屬權力不對等的對偶關係。本研究採用情緒作為社會訊息理論為基礎，探討當主管對部屬表達感謝，會對於部屬工作敬業度與支持主管行為的影響，以認知推論路徑（工作意義感）及情感反應路徑（喜歡主管）作為雙中介機制，並以部屬的合適性判斷（部屬LMX程度）與訊息處理動機（關注主管情緒）為調節變數。 本研究透線上問卷調查方式進行，透過不同時間點（間隔兩週）與不同來源（主管與部屬），共蒐集主管與部屬有效對偶資料共199筆，並進行統計檢驗。路徑分析結果顯示：主管表達感謝會通過部屬喜歡主管影響部屬後續的支持主管行為，然而，主管表達感謝通過部屬工作意義感影響部屬工作敬業度的認推論路徑，僅在某些條件下才會成立。本研究發現部屬LMX與關注主管情緒對認知路徑調節式中介的效果，LMX會強化認知推論路徑，而關注主管情緒會弱化認知推論路徑。最後，本研究依據上述研究結果，提出管理實務意涵與未來研究建議。 zh_TW dc.description.abstract (摘要) Gratitude is an important social functions emotion. In recent years, scholars have increasingly focused on the impact when beneficiary’s express gratitude towards benefators, particularly in power asymmetric supervisor-subordinate relationships within organizations. Based on the Emotions as Social Information (EASI) model, we explore the mediating process of supervisors' expressions of gratitude on employee work attitudes and behaviors. Our research model consists of cognitive inference pathways (work meaningfulness) and affective response pathways (liking the supervisor). It also considers the moderating effect of LMX and subordinates’ attention to the supervisor's emotions. An online questionnaire survuy using conveience sampling was conducted. We collected data from using a multisource, multiphase research design. The valid data are comprised of 199 leader−follower dyads, consisting of 76 leaders and 199 followers. The result of path analysis indicate that supervisors’ expression of gratitude was positively related to subordinates’ supporting supervisor behavior via liking to supervisor. However, the mediating effect of supervisors’ gratitude expression on subordinate work engagement via work meaningfulness only occurs under certain conditions. This research also reveals that subordinate LMX and attention to supervisor's emotions moderate the effects within the cognitive inference pathways, with LMX strengthening and attention to supervisor's emotions weakening the cognitive inference pathway. The current study follows the research results to offer practical implications and advice for future research. en_US dc.description.tableofcontents 目 次 第一章、緒論 1 第二章、文獻回顧與假說推導 6 第一節、感謝構念的類型 6 第二節、職場中的表達感謝 7 第三節、情緒作為社會訊息模型與表達感謝 8 一、認知推論路徑 9 二、情感反應路徑 12 第四節、部屬的LMX與主管表達感謝 14 一、LMX對主管表達感謝與工作意義感之關係的調節效果 15 二、LMX對主管表達感謝與喜歡主管之關係的調節效果 18 第五節、部屬關注主管情緒與主管表達感謝 19 一、關注主管情緒對主管表達感謝與工作意義感之關係的調節效果 20 二、關注主管情緒對主管表達感謝與部屬喜歡主管之關係的調節效果 22 第三章、研究方法 25 第一節、研究樣本與施測程序 25 第二節、研究變項與衡量 29 第三節、統計分析方法 33 第四章、研究結果 34 第一節、敘述性統計 34 第二節、驗證性因素分析 36 第三節、中介分析 39 第四節、調節效果分析 41 第五節、調節式中介效果分析 47 第六節、補充分析 54 第五章、結論與建議 56 第一節、對組織中感謝的理論意涵與貢獻 56 第二節、對EASI的理論意涵與貢獻 60 第三節、管理意涵 63 第四節、研究限制與未來研究方向 65 參考文獻 68 附錄、研究問卷 80 附件一、部屬第一階段問卷 80 附件二、部屬第二階段問卷 83 附件三、主管問卷 85 表目錄 表1、問卷發放時間點與填答者 27 表2、各主要變項間之敘述性統計與相關係數矩陣 35 表3、本研究驗證性因素分析表與各模式之適配度指標 38 表4、雙路徑中介分析 40 表5、路徑係數(調節式中介分析) 43 表6、調節式中介分析結果(調節變項為LMX) 48 表7、調節式中介分析結果(調節變項為關注主管情緒) 51 表8、研究假設驗證結果摘要表 53 表9、補充分析，交叉路徑中介效果差異檢定 55 圖目錄 圖1、研究架構圖 24 圖2、LMX對主管表達感謝與工作意義關係之調節作用圖 44 圖3、LMX對主管表達感謝與喜歡主管關係之調節作用圖 44 圖4、關注主管情緒對主管表達感謝與工作意義關係之調節作用圖 46 圖5關注主管情緒對主管表達感謝與喜歡主管關係之調節作用圖 46 圖6 工作意義之調節式中介圖(依變項為工作敬業度，調節變項為LMX) 49 圖7 工作意義之調節式中介圖(依變項為工作敬業度，調節變項為關注主管情緒) 52 zh_TW dc.format.extent 1882024 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0106355507 en_US dc.subject (關鍵詞) 主管表達感謝 zh_TW dc.subject (關鍵詞) 情緒作為社會訊息理論 zh_TW dc.subject (關鍵詞) 工作意義感 zh_TW dc.subject (關鍵詞) 喜歡主管 zh_TW dc.subject (關鍵詞) 工作敬業度 zh_TW dc.subject (關鍵詞) 支持主管行為 zh_TW dc.subject (關鍵詞) 領導部屬交換關係 zh_TW dc.subject (關鍵詞) 關注主管情緒 zh_TW dc.subject (關鍵詞) Supervisors' expressions of gratitude en_US dc.subject (關鍵詞) Work meaningfulness en_US dc.subject (關鍵詞) Liking to supervisor en_US dc.subject (關鍵詞) Work engegemet en_US dc.subject (關鍵詞) Supporting supervisor behavior en_US dc.subject (關鍵詞) LMX en_US dc.subject (關鍵詞) Attention to supervisors’ emotion en_US dc.subject (關鍵詞) Emotions as social information en_US dc.title (題名) 主管表達感謝與員工工作態度與行為的中介歷程探討：以LMX與關注主管情緒為調節變項 zh_TW dc.title (題名) An investigation of the mediating process of supervisors' expressions of gratitude on employee work attitudes and behaviors: The moderating effects of LMX and attention to supervisors’ emotion en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 參考文獻 中文文獻 楊國樞 (1995)。家族化歷程、泛家族主義、及組織管理。刊於臺灣與大陸的企業文化及人力資源管理研討會論文集，鄭伯壎主編。臺北：信義文化基金會。 英文文獻 Aiken LS and West SG (1991) Multiple Regression: Testing and Interpreting Interactions. 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