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標題: | 主管發怒有用嗎?主管績效期待、主管─部屬社會關係因子及工作豐富化的角色 Is Supervisors' Anger Expression Useful? The Roles of High Performance Expectations, Social-Relational Factors, and Job Enrichment |
作者: | Jung-Hsuan Lin 林容璿 |
指導教授: | 鄭伯壎 |
關鍵字: | 情緒作為社會資訊模式,主管憤怒情緒展現,主管績效期待,主管─部屬交換關係品質,主管─部屬價值適配,工作豐富化,工作績效, EASI Model,supervisor’s anger expression,high performance expectations,supervisor-subordinate exchange quality,supervisor-subordinate value fit,job enrichment,job performance, |
出版年 : | 2015 |
學位: | 碩士 |
摘要: | 在實際組織中,主管的情緒展現對部屬具有重要的影響力,尤其是主管的憤怒情緒展現。過去研究大多認為主管憤怒情緒展現會減損部屬工作績效,然而部份研究卻發現主管憤怒情緒展現帶來的正向效果,顯示瞭解主管展現憤怒情緒當下之情境脈絡的重要性。本研究根據「情緒作為社會資訊模式」的觀點,探討主管績效期待與社會關係因子(主管─部屬交換關係品質與主管─部屬價值適配)、工作情境因子(工作豐富化)的共同作用下,主管憤怒情緒展現與部屬工作績效之間的關係。本研究採用問卷調查法,以階層線性模式分析286位全職工作者之樣本資料。結果顯示主管績效期待分別與交換關係品質、價值適配及工作豐富化的共同作用,會調節主管憤怒情緒展現與部屬工作績效之間的關係,即具有三階交互作用效果。進一步瞭解主管績效期待高、低狀況下的交互作用,發現在主管績效期待高的狀況下,交換關係品質、價值適配及工作豐富化可緩衝主管憤怒情緒展現對部屬工作績效的負向效果;在主管績效期待低的狀況下,交換關係品質、價值適配及工作豐富化反而強化主管憤怒情緒展現對部屬工作績效的負向效果。最後,針對研究發現進行結果討論,並對理論貢獻、實務意涵、研究限制及未來研究方向加以闡述。 Supervisors’ emotional expressions have a profound impact on subordinates’ performance, especially supervisors’ anger expressions. While some previous studies found that supervisor’s anger expressions may be detrimental to subordinates, others suggested that they could enhance subordinates’ performance. Taken together, these findings demonstrate the importance of understanding the contextual effect of supervisors’ anger expressions. To further explore this issue, the current study, based on EASI theory, investigates the relationship between supervisors’ anger expressions and subordinates’ job performance under the interaction effects of supervisors’ high performance expectations (HPE), social-relational factors (supervisor-subordinate exchange quality, LMX , and value fit, VFIT), and job related factors (job enrichment, JE). Survey data sampling from 286 subordinates were collected and analyzed using the hierarchical linear model. The results indicated that the interaction effects of HPE & LMX, HPE & VFIT, and HPE & JE respectively moderate the relationship between supervisors’ anger expressions and subordinates’ performance, which signifies a three-way interaction. Further analyses of interaction plots show that when HPE is high, LMX, VFIT, and JE buffer the negative effects of supervisors’ anger expressions on subordinates’ performance, while this effect is reversed when HPE is low. Finally, the contributions of the present findings and their implications, limitations, and future directions were discussed. |
URI: | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/53979 |
全文授權: | 有償授權 |
顯示於系所單位: | 心理學系 |
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