部屬目標導向與工作表現：主管目標導向的調節效果

Abstract

近年來目標導向在組織領域中扮演重要的角色，但過去研究較多為探討單一目標導向的效果，而非同時探討三種目標導向對同一工作表現之關係。另外，過去研究亦較少觸及人際互動情境中，部屬目標導向與結果之關係會如何受到影響。為了補足這一缺口，本研究嘗試同時探討三種目標導向對過去單一目標導向對應之工作表現之關係，並檢驗主管目標導向會如何調節部屬目標導向與結果之間的關係。以跨層次分析模式分析72個主管與189個部屬所組成的巢套資料，結果發現部屬三種目標導向的確會對創造性績效與退縮行為有不同的效果，且主管學習目標導向也確實會調節部屬目標導向與工作績效以及創造性績效之間的關係。但三種目標導向對於工作績效並沒有不同效果，主管證明表現目標導向與逃避表現目標導向亦無跨層次調節效果。最後，本研究針對結果進行討論，並提出理論與實務意涵、研究限制以及未來研究方向。

Goal orientation has played an important role in organizational research field recently. But in the past, most research focused on the effect of one goal orientation instead of three goal orientations simultaneously. Besides, very few past research mentioned how the relationship between outcome and goal orientation will be affected in the interpersonal context. In order to solve these problems, this research attempts to find out the relationship among three goal orientations and the outcomes that is related to single goal orientation in the past research. The other purpose of this research is to test how supervisor’s goal orientations moderate the relationship between subordinate’s goal orientations and the outcomes. HLM was used to analyze the nested data consisting of 72 supervisors and 189 subordinates. The result shows that three goal orientations do have different effects on the creative performance and withdrawal behaviors but not on job performance. The results also indicate that supervisor’s learning goal orientation do moderate the relationship between subordinate’s learning goal orientation and work performance and creative performance separately, but not on withdrawal behavior. Supervisor’s prove performance goal orientation and avoid performance goal orientation have no moderating effect on the relationship among subordinate’s goal orientations and outcomes. At last, results, implication, limitation and future direction have been discussed.