意圖報復或保持沉默？ 檢視部屬特質對不當督導之影響的調節角色

Abstract

本研究旨在探討主管不當督導對部屬反應（報復意圖與沉默行為）之影響，並分析部屬的一般自我效能與親和性特質傾向在其中所可能扮演之調節角色。本研究採問卷調查法透過網路進行資料蒐集，共回收有效樣本179份，樣本跨越不同產業與職位；男性95份，女性84份，年齡平均46.25歲（標準差7.79）；教育程度方面，研究所為103人，大學為59人，兩者合計超過九成。

本研究以階層迴歸分析檢驗各項研究假設。研究結果顯示，主管不當督導對部屬報復意圖與沉默行為皆具有顯著正向影響，顯示當部屬長期遭受主管負向對待時，除了可能產生報復傾向外，亦可能因風險考量而選擇保持沉默。一般自我效能對不當督導與報復意圖之關係具有邊際顯著之正向調節效果，顯示高一般自我效能者在面對不當督導時，其報復意圖可能較為明顯。此外，一般自我效能與親和性分別對不當督導與沉默行為之關係的二階調節效果皆未達顯著水準。進一步分析發現，一般自我效能與親和性對不當督導與沉默行為之關係存在邊際顯著之三階交互作用，相較於其他特質傾向組合，在低一般自我效能與低親和性組合下，部屬對不當督導之沉默行為反應較為平緩，亦即他們會無視於主管不當督導的程度而選擇展現其一定程度的沉默行為。換言之，不同人格特質展現出不同的心理資源，因此其行為反應具有差異性。本研究結果除有助於補充不當督導相關文獻外，亦可提供組織管理實務參考。

This study examines the effects of abusive supervision on subordinates’ behavioral responses, specifically revenge intention and silence behavior, and further investigates the potential moderating roles of general self-efficacy and agreeableness. Data were collected through a questionnaire survey via internet, and a total of 179 valid responses were obtained from employees across different industries and job positions. Among the respondents, 95 were male and 84 were female, with an average age of 46.25 years (SD = 7.79). Regarding educational background, 103 respondents held graduate degrees and 59 held bachelor’s degrees, accounting for more than 90% of the sample.

Hierarchical regression analysis was employed to test the proposed hypotheses. The results indicate that abusive supervision exerts significant positive effects on both subordinates’ revenge intention and silence behavior. The findings suggest that when subordinates are exposed to long-term abusive supervisory behaviors, they may not only develop stronger revenge intentions but may also choose to remain silent due to concerns about potential risks. In addition, general self-efficacy demonstrated a marginally significant positive moderating effect on the relationship between abusive supervision and revenge intention, indicating that individuals with higher levels of general self-efficacy tended to report stronger revenge intentions when facing abusive supervision.

Furthermore, the two-way moderating effects of general self-efficacy and agreeableness on the relationship between abusive supervision and silence behavior were not significant. However, further analysis revealed a marginally significant three-way interaction effect among abusive supervision, general self-efficacy, and agreeableness on silence behavior. Compared with other personality trait combinations, subordinates characterized by both low general self-efficacy and low agreeableness exhibited a relatively weaker silence response to abusive supervision, suggesting that they tended to maintain a certain level of silence behavior regardless of the degree of abusive supervision. In other words, different personality traits may reflect different forms of psychological resources, thereby leading to variations in employees’ behavioral responses.

Overall, the findings not only contribute to the literature on abusive supervision but also provide practical implications for organizational management.