請用此 Handle URI 來引用此文件:
http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/6768
完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 鄭伯壎(Po-Hsun Cheng) | |
dc.contributor.author | Cian-Ying Chen | en |
dc.contributor.author | 陳芊穎 | zh_TW |
dc.date.accessioned | 2021-05-17T09:17:45Z | - |
dc.date.available | 2015-07-27 | |
dc.date.available | 2021-05-17T09:17:45Z | - |
dc.date.copyright | 2012-07-27 | |
dc.date.issued | 2012 | |
dc.date.submitted | 2012-07-20 | |
dc.identifier.citation | 王叢桂、羅國英(2008)。華人對情緒智能與人情世故的認知:性別與世代的差異。應用心理研究,39,215-251。
任金剛、林明村、陳以亨(2002)。華人員工歸類之標準與實徵研究。第四屆華人心理學學家學術研討會暨第六屆華人心理與行為科際學術研討會發表之論文。臺北。 危芷芬(2001)。華人的關係類型與人際義務(未發表之博士論文)。臺北:國立臺灣大學心理研究所。 吳宗祐、徐瑋伶、鄭伯壎(2002)。怒不可遏或忍氣吞聲:華人企業主管威權領導與部屬憤怒反應。本土心理學研究,18,3-49。 吳宗祐、鄭伯壎(2003)。組織情緒研究之回顧與前瞻。應用心理研究,19,137-173。 李美枝、張嘉真(2000)。親子間情感行為的溯源與文化塑形。中華心理衛生學刊,13,1-35。 李美枝、許正聖(1995)。從臺灣大學生內團體偏私基礎之解析看社群意識發展的可能性。本土心理學研究,4,150-182。 李慕華(1992)。組織忠誠的內涵意義,影響因素與行為結果之探討:以台灣中小企業為例(未發表之碩士論文)。臺北:私立輔仁大學應用心理學研究所。 林行宜(1993)。企業高階主管之親信關係及親信角色之研究(未發表之碩士論文)。臺北:國立臺灣大學商學研究所。 林家五、張國義、劉貞妤、林裘緒、陳筱華(2009)。差序對待知覺與同事間信任對公平態度與政治行為之影響。本土心理學研究,31,143-175。 林鉦棽、陳心怡(2006)。組織公正對動機與信任及組織公民行為之影響。亞太經濟管理評論,9,23-41。 姜定宇、鄭伯壎(2003)。組織忠誠、組織承諾、及組織公民行為研究之回顧與前瞻。應用心理研究,19,175-209。 姜定宇、鄭伯壎、任金剛、黃政瑋(2003)。組織忠誠:本土建構與測量。本土心理學研究,19,273-337。 姜定宇、鄭伯壎、任金剛、謝宜君(2005)。主管忠誠:華人本土構念的美國驗證。中華心理學刊,47,139-156。 姜定宇、鄭伯壎、鄭紀瑩、周麗芳(2007)。華人效忠主管的概念分析與量表建構。中華心理學刊,49,407-432。 胡秀華(2004)。主管與部屬之交換關係對獎酬決策的影響:台灣與美國之比較(未發表之博士論文)。臺北:國立臺灣大學商學研究所。 徐瑋伶(2004)。華人企業領導者之差序式管理:海峽兩岸企業組織之分析(未發表之博士論文)。臺北:國立臺灣大學心理研究所。 徐瑋伶、鄭伯壎、黃敏萍(2002)。華人企業領導人的員工歸類與管理行為。本土心理學研究,18,51-94。 張菀真(2009)。華人差序式領導與部屬效能與部屬態度(未發表之碩士論文)。嘉義:國立中正大學心理學研究所。 張慧芳(1995)。領導者與部屬間信任格局的決定要素與行為效果之探討(未發表之碩士論文)。臺北:國立臺灣大學心理學研究所。 張滿玲、鍾昆原(2011)。正義與情理:偏袒與重才的人事決定對主管的公正及人情評價之影響。中華心理學刊,53,349-370。 戚樹誠、林行宜(1994)。企業高階主管親信關係之研究。管理科學學報,11,281-312。 陳介玄、高承恕(1991)。台灣企業運作的社會秩序:人情關係與法律。東海學報,32,219-232。 陳其南(1986)。傳統家族制度與企業組織。臺北:允晨文化。 費孝通(1948)。鄉土重建。上海:上海觀察社。 黃光國(1985)。人情與面子:中國人的權力遊戲。見李亦園、楊國樞、文崇一(主編):現代化與中國化論文集。台北:桂冠圖書公司。 黃光國(1995)。知識與行動:中華文化傳統的社會心理詮釋。臺北:心理出版社。 黃家齊(2002)。組織公正與組織公民行為認知型與情感型信任之中介效果。臺大管理論叢,12,107-141。 黃國隆、戚樹誠(1998)。台灣與大陸企業員工工作價值觀之比較。見鄭伯壎、黃國隆、郭建志 (主編):海峽兩岸之企業倫理與價值觀。臺北:遠流出版社。 楊中芳(1999)。人際關係與人際情感的構念化。本土心理學研究,12,105-179。 楊宜音(2000)。「自己人」:一項有關中國人關係分類的個案研究。本土心理學研究,13,277-322。 楊宜憓(1999)。臺灣大學生的情緒經驗與社會關係(未發表之碩士論文)。臺北:國立臺灣大學心理研究所。 楊國樞(1993)。中國人的社會取向:社會互動的觀點。見楊國樞、余安邦(主編):中國人的心理與行為—理念及方法篇,頁87-142。臺北: 桂冠圖書公司。 楊國樞(1995)。家族化歷程、泛家族主義、及組織管理。台灣與大陸的企業文化及人力資源管理研討會論文集。臺北:信義文化基金會。 劉兆明、黃子玲、陳千玉(1998)。企業文化的解讀與分析-以三個大型民營企業為例。見鄭伯壎、黃國隆、郭建志(主編):海峽兩岸之企業文化。臺北:遠流出版社。 樊景立、鄭伯壎(1997)。華人自評式績效考核中的自謙偏差:題意、謙虛價值及自尊之影響。中華心理學刊,39,103-118。 樊景立、鄭伯壎(2000)。華人組織的家長式領導:一項文化觀點的分析。本土心理學研究,13,126-180。 鄭伯壎(1995)。差序格局與華人組織行為。本土心理學研究,3,142-219。 鄭伯壎(2005)。華人領導:理論與實際。臺北:桂冠圖書公司。 鄭伯壎、周麗芳、黃敏萍、樊景立、彭泗清(2003)。家長式領導的三元模式:中國大陸企業組織的證據,20,209-252。 鄭伯壎、林家五(1998)。差序格局與華人組織行為:台灣大型民營企業的初步研究。中央研究院民族學研究所集刊,86,29- 72。 鄭伯壎、姜定宇(2000)。華人組織中的主管忠誠:主位與客位概念對員工效能的效果。本土心理學研究,14,65-113。 鄭伯壎、姜定宇(2002)。華人企業組織中的忠誠。見楊國樞、黃光國、楊中芳(主編):華人本土心理學。臺北:遠流出版社。 鄭伯壎、姜定宇(2006)。華人組織行為:議題、作法及出版。臺北:華泰文化公司。 鄭伯壎、郭建志、徐瑋伶、胡秀華(2002)。人治主義、家長式領導及部屬效能:中介模式的驗證。教育部華人本土心理學研究追求卓越計畫之研究報告(計畫編號:89-H-FA01-2-4-4),未出版。 鄭紀瑩(1996)。華人企業的組織忠誠:結構與歷程(未發表之碩士論文)。臺北:國立臺灣大學心理學研究所。 賴志超、黃光國(2000)。程序正義與分配正義:台灣企業員工的正義知覺與工作態度。中華心理學刊,42,171-190。 羅新興、周慧珍(2006)。組織成員知覺主管支持對其離職傾向之影響─探討工作負荷與成就動機之干擾作用。人力資源管理學報,6,67-80。 羅新興、戚樹誠(2002)。組織成員對主管親信的評價:取決於才能或是社會關係?第四屆華人心理學學家學術研討會暨第六屆華人心理與行為科際學術研討會發表之論文,中央研究院。 Adams, J. S. (1963). Towards an understanding of inequity. The Journal of Abnormal and Social Psychology, 67, 422-436. Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267-299). New York: Academic Press. Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, Calif.: Sage Publications, Inc. Alexander, S., & Ruderman, M. (1987). The role of procedural and distributive justice in organizational behavior. Social Justice Research, 1, 177-198. Ashforth, B. E., & Humphrey, R. H. (1995). Labeling processes in the organization: Constructing the individual. Research in Organizational Behavior: An Annual Series of Analytical Essays and Critical Reviews, 17, 413-461. Baldwin, M. W. (1992). Relational schemas and the processing of social information. Psychological Bulletin, 112, 461-484. Barclay, L. J., Skarlicki, D. P., & Pugh, S. D. (2005). Exploring the role of emotions in injustice perceptions and retaliation. Journal of Applied Psychology, 90, 629-643. Beehr, T. A., Nair, V. N., Gudanowski, D. M., & Such, M. (2004). Perceptions of reasons for promotion of self and others. Human Relations, 57, 413-438. Bigliardi, B., Petroni, A., & Dormio, A. I. (2005). Organizational socialization, career aspirations and turnover intentions among design engineers. Leadership & Organization Development Journal, 26, 424-441. Billig, M., & Tajfel, H. (1973). Social categorization and similarity in intergroup behaviour. European Journal of Social Psychology, 3, 27-52. Bochner, S., & Hesketh, B. (1994). Power distance, individualism/collectivism, and job-related attitudes in a culturally diverse work group. Journal of Cross-Cultural Psychology, 25, 233-257. Bond, M. H., & Hwang, K. (1986). The social psychology of Chinese people. Hong Kong: Oxford University Press. Brewer, M. B. (1988). A dual process model of impression formation. In R. S. Wyer & T. K. Srull (Ed.). Advances in social cognition, (Vol. 1, pp.1-36). Hillsdale, NJ: Erlbaum. Brockner, J., & Wiesenfeld, B. M. (1996). An integrative framework for explaining reactions to decisions: Interactive effects of outcomes and procedures. Psychological Bulletin, 120, 189-208. Brockner, J., Heuer, L., Magner, N., Folger, R., Umphress, E., Van Den Bos, K.,… Siegel, P. (2003). High procedural fairness heightens the effect of outcome favorability on self-evaluations: An attributional analysis. Organizational Behavior and Human Decision Processes, 91, 51-68. Carrell, M. R., & Dittrich, J. E. (1978). Equity theory: The recent literature, methodological considerations, and new directions. Academy of Management Review, 3, 202-210. Chen, C. C. (1995). New trends in rewards allocation preferences: A Sino-US comparison. Academy of Management Journal, 38, 408-428. Chen, C. C., Chen, Y. R., & Xin, K. (2004). Guanxi practices and trust in management: A procedural justice perspective. Organization Science, 15, 200-209. Chen, Y., Friedman, R., Yu, E., & Sun, F. (2011). Examining the positive and negative effects of guanxi practices: A multi-level analysis of guanxi practices and procedural justice perceptions. Asia Pacific Journal of Management, 28, 715-735. Chen, Z. X. (1997). Loyalty to supervisor, organizational commitment, and employee outcomes: The Chinese case. Unpublished doctoral dissertation, The Hong Kong University of Science and Technology. Cheng, B., Farh, J., Chang, H., & Hsu, W. (2002).Guanxi, zhongcheng, competence and managerial behavior in the Chinese context. Journal of Chinese Psychology, 44, 151-162. Chew, I. K. H., & Putti, J. (1995). Relationship on work-related values of Singaporean and Japanese managers in Singapore. Human Relations, 48, 1149-1170. Clore, G. L. (1994). Why emotions vary in intensity. In P. Ekman & R. J. Davidson (Ed.), The nature of emotion: Fundamental questions (pp. 386-393). New York: Oxford University Press. Clugston, M., Howell, J. P., & Dorfman, P. W. (2000). Does cultural socialization predict multiple bases and foci of commitment? Journal of Management, 26, 5-30. Conlon, D. E., Porter, C. O. L. H., & Parks, J. M. L. (2004). The fairness of decision rules. Journal of Management, 30, 329-349. Cotton, J. L., & Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of Management Review, 11,55-70. Cropanzano, R., & Greenberg, J. (1997). Progress in organizational justice: Tunneling through the maze. In C. L. Cooper & I. T. Robertson (Eds.), International review of industrial and organizational psychology (Vol. 12, pp. 317-372). New York: John Wiley & Sons. Dorfman, P. W., & Howell, J. P. (1988). Dimensions of national culture and effective leadership patterns: Hofstede revisited. Advances in international comparative management, 3, 127-150. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507. Ekman, P., Friesen, W. V., & Ellsworth, P. (1972). Emotion in the human face: Guidelines for research and an integration of findings. New York: Pergamon Press. Erez, M., & Earley, P. C. (1993). Culture, self-identity, and work. USA: Oxford University Press. Estes, W. K. (1996). Classification and cognition. USA: Oxford University Press. Farh, J. L., Tsui, A. S., Xin, K., & Cheng, B. S. (1998). The influence of relational demography and guanxi: The Chinese case. Organization Science, 9, 471-488. Feather, N., & O'driscoll, M. (1980). Observers' reactions to an equal or equitable allocator in relation to allocator input, causal attributions, and value importance. European Journal of Social Psychology, 10, 107-129. Fischer, K. W., & Tangney, J. P. (1995). Self-conscious emotions and the affect revolution: Framework and overview. In J. P. Tangney & K. W. Fischer (Eds.), Self-conscious emotions: The psychology of shame, guilt, embarrassment, and pride (pp. 3-24). New York: Guilford. Fischer, R., & Smith, P. B. (2003). Reward allocation and culture. Journal of Cross-Cultural Psychology, 34, 251-268. Folger, R., & Cropanzano, R. (1998). Organizational justice and human resource management. Thousand Oaks: Sage Publications, Inc. Folger, R., & Cropanzano, R. (2001). Fairness theory: Justice as accountability. In J. Greenberg & R.Cropanzano (Eds.), Advances in organizational justice (pp. 1-55). Stanford, Calif.: Stanford University Press. Folger, R., & Martin, C. (1986). Relative deprivation and referent cognitions: Distributive and procedural justice effects. Journal of Experimental Social Psychology, 22, 531-546. Forgas, J. P. (1998). On feeling good and getting your way: Mood effects on negotiator cognition and bargaining strategies. Journal of Personality and Social Psychology, 74, 565-577. Frijda, N. H. (1986). The emotions. London, UK: Cambridge University Press. Frijda, N. H. (1993). Moods, emotion episodes, and emotions. In M. Lewis & I. M. Haviland (Eds.), Handbook of emotions (pp. 381–403). New York: Guilford Press. Graen, G. (1976). Role-making processes within complex organizations. Handbook of industrial and organizational psychology. Chicago: Rand McNally. Greenberg, J. (1986). Determinants of perceived fairness of performance evaluations. Journal of Applied Psychology, 71, 340-342. Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12, 9-22. Greenberg, J. (1993). Stealing in the name of justice: Informational and interpersonal moderators of theft reactions to underpayment inequity. Organizational Behavior and Human Decision Processes, 54, 81-103. Hamilton, G. G. (1990). Patriarchy, patrimonialism, and filial piety: A comparison of China and Western Europe. British Journal of Sociology, 41, 77-104. Hammond, K. R. (1954). Representative vs. systematic design in clinical psychology. Psychological Bulletin, 51, 150-159. Harnad, S. (1987). Psychophysical and cognitive aspects of categorical perception: A critical overview. In S. Harnad (Ed.), Categorical perception: The groundwork of cognition (pp. 1-52). Cambridge: Cambridge University Press. Hofstede, G. (1980). Motivation, leadership, and organization: Do American theories apply abroad. Organizational Dynamics, 9, 42-63. Homans, G.C.(1961). Social behavior: Its elementaryforms. New York: Harcourt, Brace, & World. Howard, J. W., & Rothbart, M. (1980). Social categorization and memory for in-group and out-group behavior. Journal of Personality and Social Psychology, 38, 301-310. Hu, H. H. (2007). A comparative study of the effects of Taiwan-United States employee categorization on supervisor trust. Social Behavior and Personality: An Anternational Journal, 35, 229-242. Jaesub, L. (2001). Leader-member exchange, perceived organizational justice, and cooperative communication. Management Communication Quarterly, 14, 574-589. Kirkman, B. L., Chen, G., Farh, J. L., Chen, Z. X., & Lowe, K. B. (2009). Individual power distance orientation and follower reactions to transformational leaders: A cross-level, cross-cultural examination. The Academy of Management Journal, 52, 744-764. Lam, S. S. K., Schaubroeck, J., & Aryee, S. (2002). Relationship between organizational justice and employee work outcomes: A cross‐national study. Journal of Organizational Behavior, 23, 1-18. Law, K. S., Wong, C. S., Wang, D., & Wang, L. (2000). Effect of supervisor–subordinate guanxi on supervisory decisions in China: An empirical investigation. International Journal of Human Resource Management, 11, 751-765. Lazarus, R. S. (1991). Emotion and adaptation. USA: Oxford University Press. Lee, T. W., & Mowday, R. T. (1987). Voluntarily leaving an organization: An empirical investigation of Steers and Mowday's model of turnover. Academy of Management Journal, 30, 721-743. Leung, K., & Bond, M. H. (1984). The impact of cultural collectivism on reward allocation. Journal of Personality and Social Psychology, 47, 793-804. Leventhal, G. S. (1980). What Should be Done with Equity Theory? New Approaches to the Study of Fairness in Social Relationships. In K. Gergen, M. S. Greenberg & R. Willis (Eds.), Social exchange: Advances in theory and research (pp. 27-55). New York: Plenum Press. Lind, E. A., & Tyler, T. R. (1988). The social psychology of procedural justice. New York: Plenum Press. Mayer, R. C., & Davis, J. H. (1999). The effect of the performance appraisal system on trust for management: A field quasi-experiment. Journal of Applied Psychology, 84, 123-136. McFarlin, D. B., & Sweeney, P. D. (1992). Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35, 626-637. Mikula, G., Scherer, K. R., & Athenstaedt, U. (1998). The role of injustice in the elicitation of differential emotional reactions. Personality and Social Psychology Bulletin, 24, 769-783. Mobley, W. H., Horner, S. O., & Hollingsworth, A. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63, 408-414. Moorman, R. H., Niehoff, B. P., & Organ, D. W. (1993). Treating employees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction, organizational commitment, and procedural justice. Employee Responsibilities and Rights Journal, 6, 209-225. Plutchik, R. (1980). A general psychoevolutionary theory of emotion. Emotion: Theory, Research, and Experience, 1, 3-33. Plutchik, R. (1994). The psychology and biology of emotion. New York: HarperCollins College Publishers. Redding, S. G. (1980). Cognition as an aspect of culture and its relation to management processes: An exploratory view of the Chinese case. Journal of Management Studies, 17, 127-148. Rusbult, C. E., Insko, C. A., & Lin, Y. H. W. (1995). Seniority-based reward allocation in the United States and Taiwan. Social Psychology Quarterly, 58, 13-30. Russell, J. A., & Yik, M. S. M. (1996). Emotion among the Chinese. In M. H. Bond (Ed.), The handbook of Chinese psychology (pp. 166-188). New York: Oxford University Press. Schneider, B. (1983). Interactional psychology and organizational behavior. Research in organizational behavior, 5, 1-31. Shapiro, E. G. (1975). Effect of expectations of future interaction on reward allocations in dyads: Equity or equality. Journal of Personality and Social Psychology, 31, 873-880. Simon, H. A. (1951). A formal theory of the employment relationship. Econometrica: Journal of the Econometric Society, 19, 293-305. Skarlicki, D. P., & Kulik, C. (2005). Third party reactions to employee (mis) treatment: A justice perspective. Research in Organizational Behavior, 26, 183-230. Thibaut, J., & Walker, L. (1975). Procedural justice: A psychological analysis. New York: L. Erlbaum Associates. Thibaut, J. W., & Kelley, H. H. (1959). The social psychology of groups. New York: Wiley. Turner, J. H. (2007). Justice and emotions. Social Justice Research, 20, 288-311. Tyler, T. R. (1989). The psychology of procedural justice: A test of the group-value model. Journal of Personality and Social Psychology, 57, 830-838. Tyler, T. R. (1992). The psychological consequences of judicial procedures: Implications for civil commitment hearings. Southern Methodist University Law Review, 46, 401-413. Tyler, T. R., & Lind, E. A. (1992). A relational model of authority in groups. Advances in Experimental Social Psychology, 25, 115-191. Tyler, T. R., Lind, E. A., & Huo, Y. J. (2000). Cultural values and authority relations: The psychology of conflict resolution across cultures. Psychology, Public Policy, and Law, 6, 1138-1163. Van den Bos, K., & Lind, E. A. (2001). The psychology of own versus others’ treatment: Self-oriented and other-oriented effects on perceptions of procedural justice. Personality and Social Psychology Bulletin, 27, 1324-1333. Van den Bos, K., Lind, E. A., Vermunt, R., & Wilke, H. A. M. (1997). How do I judge my outcome when I do not know the outcome of others? The psychology of the fair process effect. Journal of Personality and Social Psychology, 72, 1034-1046. Villa, J. R., Howell, J. P., Dorfman, P. W., & Daniel, D. L. (2003). Problems with detecting moderators in leadership research using moderated multiple regression. Leadership Quarterly, 14, 3-23. Walster, E., Berscheid, E., & Walster, G. W. (1973). New directions in equity research. Journal of Personality and Social Psychology, 25, 151-176. Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54, 1063-1070. Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. In B. M. Staw & L. L. Cummings (Eds.), Research in Organizational Behavior: An Annual Series of Analytical Essays And Critical Reviews, 18, 1-74. Weiss, H. M., Suckow, K., & Cropanzano, R. (1999). Effects of justice conditions on discrete emotions. Journal of Applied Psychology, 84, 786-794. Wilder, D. A. (1981). Perceiving persons as a group: Categorization and intergroup relations. In D. L. Hamilton (Ed.), Cognitive processes in stereotyping and intergroup behavior (pp. 213-258). Hillsdale, NJ: Lawrence Erlbaum. Zhou, J., & Martocchio, J. J. (2001). Chinese and American managers' compensation awards decision: A comparative policy-capturing study. Personnel Psychology, 54, 115-145. Zhang, Z., & Yang, C. (1998). Beyond distributive justice: The reasonableness norm in Chinese reward allocation. Asian Journal of Social Psychology, 1, 253-269. | |
dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/6768 | - |
dc.description.abstract | 華人企業組織的領導與管理方式受到華人文化影響,管理者會依不同歸類標準將部屬加以區分,稱為員工歸類歷程,並依此進行不同的互動模式,但其引發的部屬知覺為何,一直是過去研究較少關注的。本研究主要目的乃試圖從部屬觀點出發,瞭解部屬知覺到主管決策標準與部屬認知、情感及行為之關係,並探討知覺主管決策分配標準與部屬認知、情感及行為之間關係是否受到部屬權力距離傾向的調節。研究採用情境故事法的實驗設計,以獎酬分配情境為例,並依照華人員工歸類標準:關係、忠誠、才能將受試者進行分組,以及對照組,採受試者間設計,測量部屬知覺主管決策依據之標準對於部屬的公平知覺、負向情緒及離職傾向產生的影響。本研究共計有212位來自不同產業的員工參與本實驗。研究結果顯示:相較於關係、忠誠及對照組而言,才能組引發的公平知覺最高,離職傾向最低。而四組在負向情緒上則沒有顯著差異。此外,部屬的權力距離傾向會調節其知覺主管決策分配標準與部屬的公平知覺之關係。最後,本文進一步說明可能的研究限制,並提出未來可供研究之方向以及管理實務意涵。 | zh_TW |
dc.description.abstract | Chinese management style is strongly influenced by Chinese culture. In Chinese organization, supervisors will classify subordinates by using three criteria(guanxi, loyalty and competence), and their interactions with different categories of subordinates vary. It's called employee categorization process. However, the perception of subordinate are ignored. Hence, in the study, the author takes the perspective of the subordinate, to know what the effects of subordinates are when they perceive the different criteria which the supervisors use to govern the decisions. In addition, explore power distance orientation as a moderator of the influence of the different criteria which the supervisors use to govern the decisions, and the relationship with the subordinate’s reactions. This study uses the scenario experiment with a reward allocation context, and between-subject design by the group of guanxi, loyalty, competence and baseline. Given the research results, compared with other groups, the group of competence has the highest justice perception, and the lowest turnover intention. Nevertheless, there is no difference in negative emotion between four groups. Moreover, power distance orientation of subordinate will moderate the relationship between justice perception and the different criteria which the supervisors use to govern the decisions. All assumptions in the research are mostly totally or partially verified. Finally, contributions and limitations are also discussed, and suggestions are provided for future studies and managerial practices in Chinese organizations. | en |
dc.description.provenance | Made available in DSpace on 2021-05-17T09:17:45Z (GMT). No. of bitstreams: 1 ntu-101-R97227119-1.pdf: 3320169 bytes, checksum: 70b6465de958ff51ce93a3a139d0bf7c (MD5) Previous issue date: 2012 | en |
dc.description.tableofcontents | 第一章 緒論 1
第二章 文獻探討 5 第一節 華人領導者的員工歸類歷程 5 第二節 員工歸類模式與部屬認知、情感及行為的關係 14 第三節 權力距離傾向 23 第三章 研究方法 27 第一節 研究樣本 27 第二節 研究程序 29 第三節 研究工具 31 第四節 資料分析 40 第四章 研究結果 43 第一節 情境操弄檢核 43 第二節 各研究變項之相關 44 第三節 主要效果檢驗 46 第五章 討論與建議 53 第一節 結果討論 53 第二節 理論及管理實務意涵 59 第三節 研究限制與未來研究方向 62 參考文獻 65 附錄一 研究問卷1-1(問卷封面、個人價值觀及個人背景描述)79 附錄一 研究問卷1-2(各情境版本) 81 | |
dc.language.iso | zh-TW | |
dc.title | 知覺主管決策標準對部屬認知、情感及行為之影響─以獎酬分配為例 | zh_TW |
dc.title | Perception of Criteria for Supervisor’s Decisions and Its Effects on Subordinate’s Cognition, Emotion & Behavior
─A Reward Allocation Context | en |
dc.type | Thesis | |
dc.date.schoolyear | 100-2 | |
dc.description.degree | 碩士 | |
dc.contributor.oralexamcommittee | 黃敏萍,胡昌亞,郭建志,莊璦嘉 | |
dc.subject.keyword | 員工歸類標準,公平知覺,負向情緒,離職傾向,權力距離傾向,獎酬分配, | zh_TW |
dc.subject.keyword | Employee categorization,justice,negative emotion,turnover intention,reward allocation, | en |
dc.relation.page | 88 | |
dc.rights.note | 同意授權(全球公開) | |
dc.date.accepted | 2012-07-20 | |
dc.contributor.author-college | 理學院 | zh_TW |
dc.contributor.author-dept | 心理學研究所 | zh_TW |
顯示於系所單位: | 心理學系 |
文件中的檔案:
檔案 | 大小 | 格式 | |
---|---|---|---|
ntu-101-1.pdf | 3.24 MB | Adobe PDF | 檢視/開啟 |
系統中的文件,除了特別指名其著作權條款之外,均受到著作權保護,並且保留所有的權利。