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題名 組織中的建言行為：員工目標導向與主管建言行為之探討
The Voice Behavior in Organization: The Study of Employee’s Goal Orientation and Supervisor’s Voice Behavior
作者 張宣苹
貢獻者 郭建志
張宣苹
關鍵詞 目標導向
挑戰型建言
支持型建言
主管建言行為
組織導向自尊
goal orientation
challenge voice
supportive voice
supervisor’s voice behavior
organizational based self-esteem
日期 2013
上傳時間 6-Aug-2014 11:46:40 (UTC+8)
摘要 在現今高度競爭的商業環境，員工建言行為的展現對於組織而言日顯重要。過往許多文獻即顯示員工建言行為對於組織有許多益處，包含增進組織決策品質、組織創新與提升團體績效表現。為了全面性瞭解組織中的建言行為，本研究目的為四：（1）了解不同目標導向員工對於建言行為之影響、（2）從主管、同儕與個體本身之角度，了解建言行為對個體之影響、（3）探討建言行為在不同目標導向與結果間所扮演之中介角色，以及（4）探討主管建言行為對員工建言行為之影響。
本研究採對偶的問卷調查，共蒐集157位主管與242位部屬資料，並透過階層迴歸進行資料分析。研究結果顯示：（1）證明目標導向及逃避目標導向皆與挑戰型建言及支持型建言有顯著正向關係、（2）挑戰型建言與支持型建言分別在證明目標導向與組織導向自尊具有部分中介效果、然而兩種建言對於目標導向與主管評價及目標導向與知覺職場排擠皆無中介效果，以及（3）主管建言行為對於目標導向與建言行為間並無調節效果。
根據研究結果，本研究證實目標導向與建言行為之間的關係，以及建言行為對證明目標導向與組織導向自尊的中介效果。最後，研究者進一步提出本研究之理論貢獻、管理實務意涵、研究限制與未來研究方向，以供業界及組織行為領域之學者參考。
In today’s hypercompetitive business environment, employees’ voice behavior has become even more important to organizations. Many references also showed that employees’ voice behavior can bring benefits to organizations, such as improved organizational decision quality, innovation, and enhancing team performance. To build toward a comprehensive understanding of voice behavior in organizations, the purpose of this research are as follows: (1) to demonstrate how different goal orientations predict employees’ voice behavior, (2) to explore the results of employees’ voice behavior from the perspectives of the supervisor, co-worker, and individual,
(3) to demonstrate the mediator role between different goal orientation and outcome variables, and (4) to demonstrate the influence of supervisors’ voice behavior on employees’ voice behavior.
With data collected from 157 supervisors and 242 employees to examine the hypothesized relationships, the present study also utilizes the dyad approach. The results showed that (1) both prove goal orientation and avoid goal orientation are positively related to challenge voice and supportive voice, (2) both challenge voice and supportive voice mediated prove goal orientation and organizational based self-esteem respectively, but didn’t play mediators role neither on goal orientation and employee’s performance from supervisor’s view nor on goal orientation and workplace ostracism, and (3) supervisors’ voice behavior has no moderating effect on goal orientation and employee’s voice behavior.
In conclusion, the present study showed that goal orientation have the influence on voice behavior, and both challenge voice and supportive voice mediated prove goal orientation and organizational based self-esteem respectively. Finally, theoretical implications, practical implications, limitations and future directions are discussed for managers’ and researchers’ reference.
參考文獻 一. 中文文獻
司馬光（1084）。資治通鑑 （Vol. 37）：修道館。
洪贊凱與曾鈺雯（2012）。從印象管理觀點探討組織個體政治技巧與建言行為之關係。人力資源管理學報， 12（2），1-23。
莊如松（2007）。適應性績效量表之發展及其與目標導向、前瞻人格之關係（未出版之博士論文）。國立政治大學企業管理學系，台北市。

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Bandura, A., & McClelland, D. C. (1977). Social learning theory. General Learning Press.
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta-analysis. Personnel Psychology, 44(1), 1-26.
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Chattopadhyay, P. (2003). Can dissimilarity lead to positive outcomes? The influence of open versus closed minds. Journal of Organizational Behavior, 24(3), 295-312.
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Dutton, J. E., Ashford, S. J., O`Neill, R. M., Hayes, E., & Wierba, E. E. (1997). Reading the wind: how middle managers assess the context for selling issues to top managers. Strategic Management Journal, 18(5), 407-423.
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描述 碩士
國立政治大學
心理學研究所
101752002
102
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0101752002
資料類型 thesis
dc.contributor.advisor 郭建志zh_TW
dc.contributor.author (Authors) 張宣苹zh_TW
dc.creator (作者) 張宣苹zh_TW
dc.date (日期) 2013en_US
dc.date.accessioned 6-Aug-2014 11:46:40 (UTC+8)-
dc.date.available 6-Aug-2014 11:46:40 (UTC+8)-
dc.date.issued (上傳時間) 6-Aug-2014 11:46:40 (UTC+8)-
dc.identifier (Other Identifiers) G0101752002en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/68264-
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) 101752002zh_TW
dc.description (描述) 102zh_TW
dc.description.abstract (摘要) 在現今高度競爭的商業環境，員工建言行為的展現對於組織而言日顯重要。過往許多文獻即顯示員工建言行為對於組織有許多益處，包含增進組織決策品質、組織創新與提升團體績效表現。為了全面性瞭解組織中的建言行為，本研究目的為四：（1）了解不同目標導向員工對於建言行為之影響、（2）從主管、同儕與個體本身之角度，了解建言行為對個體之影響、（3）探討建言行為在不同目標導向與結果間所扮演之中介角色，以及（4）探討主管建言行為對員工建言行為之影響。
本研究採對偶的問卷調查，共蒐集157位主管與242位部屬資料，並透過階層迴歸進行資料分析。研究結果顯示：（1）證明目標導向及逃避目標導向皆與挑戰型建言及支持型建言有顯著正向關係、（2）挑戰型建言與支持型建言分別在證明目標導向與組織導向自尊具有部分中介效果、然而兩種建言對於目標導向與主管評價及目標導向與知覺職場排擠皆無中介效果，以及（3）主管建言行為對於目標導向與建言行為間並無調節效果。
根據研究結果，本研究證實目標導向與建言行為之間的關係，以及建言行為對證明目標導向與組織導向自尊的中介效果。最後，研究者進一步提出本研究之理論貢獻、管理實務意涵、研究限制與未來研究方向，以供業界及組織行為領域之學者參考。		zh_TW
dc.description.abstract (摘要) In today’s hypercompetitive business environment, employees’ voice behavior has become even more important to organizations. Many references also showed that employees’ voice behavior can bring benefits to organizations, such as improved organizational decision quality, innovation, and enhancing team performance. To build toward a comprehensive understanding of voice behavior in organizations, the purpose of this research are as follows: (1) to demonstrate how different goal orientations predict employees’ voice behavior, (2) to explore the results of employees’ voice behavior from the perspectives of the supervisor, co-worker, and individual,
(3) to demonstrate the mediator role between different goal orientation and outcome variables, and (4) to demonstrate the influence of supervisors’ voice behavior on employees’ voice behavior.
With data collected from 157 supervisors and 242 employees to examine the hypothesized relationships, the present study also utilizes the dyad approach. The results showed that (1) both prove goal orientation and avoid goal orientation are positively related to challenge voice and supportive voice, (2) both challenge voice and supportive voice mediated prove goal orientation and organizational based self-esteem respectively, but didn’t play mediators role neither on goal orientation and employee’s performance from supervisor’s view nor on goal orientation and workplace ostracism, and (3) supervisors’ voice behavior has no moderating effect on goal orientation and employee’s voice behavior.
In conclusion, the present study showed that goal orientation have the influence on voice behavior, and both challenge voice and supportive voice mediated prove goal orientation and organizational based self-esteem respectively. Finally, theoretical implications, practical implications, limitations and future directions are discussed for managers’ and researchers’ reference.		en_US
dc.description.tableofcontents 致謝 __________________________________________________ ⅰ
中文摘要 _______________________________________________ ⅲ
英文摘要________________________________________________ ⅳ
目錄 ___________________________________________________ ⅵ
表目錄 __________________________________________________ ⅶ
圖目錄 __________________________________________________ ⅷ
第一章 緒論 _____________________________________________ 01
第一節 研究動機 _______________________________________ 01
第二節 研究目的 _______________________________________ 05
第二章 文獻探討 __________________________________________ 06
第一節 建言行為 _______________________________________ 06
第二節 目標導向與員工建言行為 ____________________________ 13
第三節 員工建言行為之中介角色 ____________________________ 18
第四節 主管建言行為之調節角色 ____________________________ 29
第五節 研究架構與研究假設 ______________________________ 33
第三章 研究方法 __________________________________________ 36
第一節 研究樣本 _______________________________________ 36
第二節 研究工具 _______________________________________ 39
第三節 研究步驟 _______________________________________ 46
第四章 研究結果 __________________________________________ 48
第一節 測量模式之比較 __________________________________ 48
第二節 相關分析結果 ____________________________________ 49
　　第三節 階層迴歸分析____________________________________ 53
第五章 討論與建議 ________________________________________ 65
　　第一節 研究結果討論____________________________________ 65
　　第二節 理論貢獻與管理實務意涵____________________________ 70
　　第三節 研究限制與未來研究方向____________________________ 72
參考文獻_________________________________________________ 75
附錄 ___________________________________________________ 82		zh_TW
dc.format.extent 1504483 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/#G0101752002en_US
dc.subject (關鍵詞) 目標導向zh_TW
dc.subject (關鍵詞) 挑戰型建言zh_TW
dc.subject (關鍵詞) 支持型建言zh_TW
dc.subject (關鍵詞) 主管建言行為zh_TW
dc.subject (關鍵詞) 組織導向自尊zh_TW
dc.subject (關鍵詞) goal orientationen_US
dc.subject (關鍵詞) challenge voiceen_US
dc.subject (關鍵詞) supportive voiceen_US
dc.subject (關鍵詞) supervisor’s voice behavioren_US
dc.subject (關鍵詞) organizational based self-esteemen_US
dc.title (題名) 組織中的建言行為：員工目標導向與主管建言行為之探討zh_TW
dc.title (題名) The Voice Behavior in Organization: The Study of Employee’s Goal Orientation and Supervisor’s Voice Behavioren_US
dc.type (資料類型) thesisen
dc.relation.reference (參考文獻) 一. 中文文獻
司馬光（1084）。資治通鑑 （Vol. 37）：修道館。
洪贊凱與曾鈺雯（2012）。從印象管理觀點探討組織個體政治技巧與建言行為之關係。人力資源管理學報， 12（2），1-23。
莊如松（2007）。適應性績效量表之發展及其與目標導向、前瞻人格之關係（未出版之博士論文）。國立政治大學企業管理學系，台北市。

二. 英文文獻
Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3), 452-471.
Athanassiades, J. C. (1973). The distortion of upward communication in hierarchical organizations. The Academy of Management Journal, 16(2), 207-226.
Bandura, A., & McClelland, D. C. (1977). Social learning theory. General Learning Press.
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta-analysis. Personnel Psychology, 44(1), 1-26.
Burris, E. R. (2012). The risks and rewards of speaking up: managerial responses to employee voice. Academy of Management Journal, 55(4), 851-875.
Button, S. B., Mathieu, J. E., & Zajac, D. M. (1996). Goal orientation in organizational research: a conceptual and empirical foundation. Organizational Behavior and Human Decision Processes, 67(1), 26-48.
Chattopadhyay, P. (2003). Can dissimilarity lead to positive outcomes? The influence of open versus closed minds. Journal of Organizational Behavior, 24(3), 295-312.
Detert, J. R., & Burris, E. R. (2007). Leadership behavior and employee voice: is the door really open? Academy of Management Journal, 50(4), 869-884.
Dineen, B. R., Lewicki, R. J., & Tomlinson, E. C. (2006). Supervisory guidance and behavioral integrity: relationships with employee citizenship and deviant behavior. Journal of Applied Psychology, 91(3), 622-635.
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