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題名 主管部屬關係認同理論邏輯關係網絡之驗證
Validation of the nomological network of supervisor-subordinate relational identification
作者 顏上雲
貢獻者 胡昌亞
顏上雲
關鍵詞 主管部屬關係
角色認定
個人認定
關係認同
關係不認同
關係矛盾認同
supervisor-subordinate relationship
role-based identity
person-based identity
relational identification
relational disidentification
ambivalent relational identification
日期 2012
上傳時間 11-Jul-2013 17:49:53 (UTC+8)
摘要 人際互動是組織運作的基礎，但有關人際層次的認同研究過去時常被忽略，Sluss與Ashforth（2007）即提出一關係認同的理論架構試圖解釋關係認同如何形成。然而，此關係認同架構僅為一理論性的論述，過去尚未有研究針對其中的角色認定與個人認定構念發展量表，測量三類關係認同的工具也有所缺乏，其理論架構尚待檢驗。據此，本研究的目的為根據Sluss與Ashforth（2007）提出之關係認同理論，以主管部屬關係出發，驗證此理論的邏輯關係網絡（nomological network）。本研究主要分兩部份進行，第一部份參考Hinkin（1998）建議的量表編製步驟，撰寫部屬對主管之角色認定、個人認定評價，以及三類關係認同題項並進行此量表的信效度檢驗與修正；第二部份則檢驗部屬對主管的角色認定與個人認定之正、負向評價結果，和其與關係認同、關係不認同以及關係矛盾認同之間的關聯；此外，亦檢驗此三類關係認同與結果變項之間的關係。在樣本部分，本研究請205位台灣醫療院所的基層護理人員針對自身與護理長之間的主管部屬關係進行評估，分析結果指出Sluss與Ashforth（2007）的關係認同理論可以獲得初步驗證。本研究的貢獻除了在於補足對角色認定、個人認定，以及三類關係認同構念的測量，並且對Sluss與Ashforth（2007）的關係認同理論的邏輯關係網絡證據進行檢驗，使我們對於關係認同的形成有更多理解。
Interpersonal interaction is the foundation of organization operations, but the study of identification in interpersonal level has often been ignored. Sluss and Ashforth (2007) proposed the relational identification framework to explain how the relational identification forms. However, this framework is still in conceptual debate, and no researcher has developed the scale for measuring the role-based identity and person-based identity construct yet. Moreover, the scale of three types of relational identification, the relational identification, relational disidentification, and ambivalent relational identification, are also not well-developed. Therefore, the purpose of this study is focus on supervisor-subordinate relationship, and validate the nomological network of Sluss and Ashforth’s relational identification theory. First, based on the suggestion of Hinkin (1998), this study generated items to measure the valence of role-based and person-based identity, and three types of relational identification. Second, after testing the reliability and validity of these scales, this study tested the connection between subordinates’ positive/negative valence of role-based and person-based identity, and the three types of relational identification outcome. Furthermore, this study examines the relationships between three types of relational identification and criterion variables. Current study samples 205 registered first-line nurses from hospitals in Taiwan and asks them to evaluate their supervisor-subordinate relationship with head nurses. The result shows that there are some initial validation evidences for the relational identification framework. The contributions and limitations of this study, and the suggestions for future relational identification research are discussed.
參考文獻 李麗傳（1996）。護理行政與病室管理。台北：華杏。
李侑軒（2010）。主管關係認同與部屬效能：認同延伸模式的區辨效果。嘉義：國立中正大學心理學研究所碩士論文。
彭台光、高月慈及林鉦棽（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，23（1），77-98。
簡忠仁（2009）。連結與切割：延伸性認同模式的釐清與驗證。台北：國立台灣大學心理學研究所碩士論文。
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描述 碩士
國立政治大學
心理學研究所
99752015
101
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0099752015
資料類型 thesis
dc.contributor.advisor 胡昌亞zh_TW
dc.contributor.author (Authors) 顏上雲zh_TW
dc.creator (作者) 顏上雲zh_TW
dc.date (日期) 2012en_US
dc.date.accessioned 11-Jul-2013 17:49:53 (UTC+8)-
dc.date.available 11-Jul-2013 17:49:53 (UTC+8)-
dc.date.issued (上傳時間) 11-Jul-2013 17:49:53 (UTC+8)-
dc.identifier (Other Identifiers) G0099752015en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/58850-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學研究所zh_TW
dc.description (描述) 99752015zh_TW
dc.description (描述) 101zh_TW
dc.description.abstract (摘要) 人際互動是組織運作的基礎，但有關人際層次的認同研究過去時常被忽略，Sluss與Ashforth（2007）即提出一關係認同的理論架構試圖解釋關係認同如何形成。然而，此關係認同架構僅為一理論性的論述，過去尚未有研究針對其中的角色認定與個人認定構念發展量表，測量三類關係認同的工具也有所缺乏，其理論架構尚待檢驗。據此，本研究的目的為根據Sluss與Ashforth（2007）提出之關係認同理論，以主管部屬關係出發，驗證此理論的邏輯關係網絡（nomological network）。本研究主要分兩部份進行，第一部份參考Hinkin（1998）建議的量表編製步驟，撰寫部屬對主管之角色認定、個人認定評價，以及三類關係認同題項並進行此量表的信效度檢驗與修正；第二部份則檢驗部屬對主管的角色認定與個人認定之正、負向評價結果，和其與關係認同、關係不認同以及關係矛盾認同之間的關聯；此外，亦檢驗此三類關係認同與結果變項之間的關係。在樣本部分，本研究請205位台灣醫療院所的基層護理人員針對自身與護理長之間的主管部屬關係進行評估，分析結果指出Sluss與Ashforth（2007）的關係認同理論可以獲得初步驗證。本研究的貢獻除了在於補足對角色認定、個人認定，以及三類關係認同構念的測量，並且對Sluss與Ashforth（2007）的關係認同理論的邏輯關係網絡證據進行檢驗，使我們對於關係認同的形成有更多理解。zh_TW
dc.description.abstract (摘要) Interpersonal interaction is the foundation of organization operations, but the study of identification in interpersonal level has often been ignored. Sluss and Ashforth (2007) proposed the relational identification framework to explain how the relational identification forms. However, this framework is still in conceptual debate, and no researcher has developed the scale for measuring the role-based identity and person-based identity construct yet. Moreover, the scale of three types of relational identification, the relational identification, relational disidentification, and ambivalent relational identification, are also not well-developed. Therefore, the purpose of this study is focus on supervisor-subordinate relationship, and validate the nomological network of Sluss and Ashforth’s relational identification theory. First, based on the suggestion of Hinkin (1998), this study generated items to measure the valence of role-based and person-based identity, and three types of relational identification. Second, after testing the reliability and validity of these scales, this study tested the connection between subordinates’ positive/negative valence of role-based and person-based identity, and the three types of relational identification outcome. Furthermore, this study examines the relationships between three types of relational identification and criterion variables. Current study samples 205 registered first-line nurses from hospitals in Taiwan and asks them to evaluate their supervisor-subordinate relationship with head nurses. The result shows that there are some initial validation evidences for the relational identification framework. The contributions and limitations of this study, and the suggestions for future relational identification research are discussed.en_US
dc.description.tableofcontents 第一章 緒論 ....................................1
第二章 文獻回顧...................................4
第一節 認定與認同概念............................4
第二節 多層次的自我..............................5
第三節 關係認同與其構成元素........................9
第四節 主管部屬關係中的關係認定與認同...............12
第五節 主管部屬關係認同的後續影響..................19
第六節 小結與研究問題............................19
第三章 研究方法...................................22
第一節 研究樣本.................................22
第二節 研究程序.................................23
第三節 研究工具.................................24
第四節 資料分析.................................34
第四章 研究結果...................................37
第一節 研究變項相關..............................37
第二節 角色認定評價、個人認定評價與三類關係認同.......39
第三節 三類關係認同與效標變項......................44
第五章 討論.......................................46
第一節 結果討論..................................46
第二節 研究限制與未來研究建議.......................52
第三節 理論意涵與研究貢獻..........................54
參考文獻..........................................55
附錄.............................................63
附錄一、護理長角色認定訪談大綱......................63
附錄二、SLUSS等人（2012）主管部屬關係認同題項........65
附錄三、KREINER與ASHFORTH（2004）三類組織認同題項...66
附錄四、研究問卷..................................67		zh_TW
dc.format.extent 1033681 bytes-
dc.format.mimetype application/pdf-
dc.language.iso en_US-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0099752015en_US
dc.subject (關鍵詞) 主管部屬關係zh_TW
dc.subject (關鍵詞) 角色認定zh_TW
dc.subject (關鍵詞) 個人認定zh_TW
dc.subject (關鍵詞) 關係認同zh_TW
dc.subject (關鍵詞) 關係不認同zh_TW
dc.subject (關鍵詞) 關係矛盾認同zh_TW
dc.subject (關鍵詞) supervisor-subordinate relationshipen_US
dc.subject (關鍵詞) role-based identityen_US
dc.subject (關鍵詞) person-based identityen_US
dc.subject (關鍵詞) relational identificationen_US
dc.subject (關鍵詞) relational disidentificationen_US
dc.subject (關鍵詞) ambivalent relational identificationen_US
dc.title (題名) 主管部屬關係認同理論邏輯關係網絡之驗證zh_TW
dc.title (題名) Validation of the nomological network of supervisor-subordinate relational identificationen_US
dc.type (資料類型) thesisen
dc.relation.reference (參考文獻) 李麗傳（1996）。護理行政與病室管理。台北：華杏。
李侑軒（2010）。主管關係認同與部屬效能：認同延伸模式的區辨效果。嘉義：國立中正大學心理學研究所碩士論文。
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