情境效應對人際間調節適配性之影響

Abstract

文獻中對於調節焦點適配(Regulatory Fit)的討論相當廣泛，但卻侷限於個體內的探討，而且並未探討調節焦點適配是否有不同的表現方式。因此，本研究欲探討調節適配性在人際間關係情境的影響效果，並同時探討於人際調節適配性的不同表現方式。本研究以面試影片做為研究情境，請受試者觀看求職者面試影片，並依照與其共事的意願及是否願意提供協助作為評量。研究一結果符合預期，發現當關係和諧為互動關係目標時，受試者給予與其相同調節焦點的求職者較高的評價，呈現相似適配性(similarity fit)。研究二加入團體績效表現為互動關係目標，並思考以最佳團體績效表現為主要目標時，則適配的選擇為互補(complementary fit)，亦即當是互動關係目標為團體績效時，受試者會給予與其調節焦點互補者較高評價，並且較願意提供這樣的人協助。

In two studies, this research explored how regulatory fit operates interpersonally and how its nature varies according to the goal emphasized. Taiwanese participants viewed videos of job interviewees displaying different regulatory orientations. Study 1 hypothesized and found that when harmonious relationships were emphasized, others with congruence in regulatory focus were evaluated highly on anticipated interaction quality and value as a partner, suggesting similar regulatory focus between individual induces regulatory fit. Study 2 explored whether fit manifests differently according to the situation. Results indicated that when team performance was emphasized, complementary regulatory focus led to fit. Participants rated others with a complementary regulatory orientation more favorably, and indicated higher intention to provide assistance than they did congruent orientated others.