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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 吳宗祐(Tsung-Yu Wu) | |
| dc.contributor.author | Yu-Min Wang | en |
| dc.contributor.author | 王于旻 | zh_TW |
| dc.date.accessioned | 2021-06-17T02:14:33Z | - |
| dc.date.available | 2019-01-04 | |
| dc.date.copyright | 2018-01-04 | |
| dc.date.issued | 2017 | |
| dc.date.submitted | 2017-11-11 | |
| dc.identifier.citation | 參考文獻
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/68196 | - |
| dc.description.abstract | 摘要
過去文獻指出主管對高工作表現部屬從事不當督導的原因，主要來自冷攻擊動機與熱攻擊動機，然而，目前尚無實徵研究將主管從事不當督導的兩種動機同時納入研究中，以探討兩者之互動對不當督導的影響；再者，既有研究並未進一步探究部屬高工作表現會透過何種歷程引發不同類別的不當督導，即主動攻擊型不當督導與被動攻擊型不當督導。為解決以上缺口，本研究結合冷攻擊動機與熱攻擊動機之觀點，並以知覺地位威脅（冷動機）作為調節變項，以了解其對於嫉妒情緒（熱動機）對部屬工作表現與兩種類型不當督導之中介效果的調節作用。本研究以跨時點的方式收集152筆主管-部屬對偶資料，結果顯示，部屬工作表現與嫉妒情緒具正向關係；嫉妒情緒與主動攻擊型不當督導、被動攻擊型不當督導具正向關係；而嫉妒情緒與被動攻擊型不當督導的正向關係，強於嫉妒情緒與主動攻擊型不當督導的正向。此外，知覺地位威脅會調節嫉妒情緒對部屬工作表現與被動攻擊型不當督導之中介效果，亦會調節嫉妒情緒對部屬工作表現與主動攻擊型不當督導之中介效果。再者，知覺地位威脅對嫉妒對工作表現與被動攻擊型不當督導之中介效果所產生的調節效果，要強於知覺地位威脅對嫉妒對工作表現與主動攻擊型不當督導之中介效果所產生的調節效果。最後，本研究將針對此結果進行討論，並加以說明研究的貢獻、限制以及未來研究方向。 | zh_TW |
| dc.description.abstract | Abstract
Past literature shows that cold motives and hot motives drive supervisors to abuse high performers. However, little is known about whether these two motives will interact to influence abusive supervision (AS) as well as whether subordinate high performance will generate different types of abusive supervision (i.e., active-aggressive abusive supervision (AAAS) and passive-aggressive abusive supervision (PAAS)). To fill these research gaps, the current study tends to integrate the perspectives of both cold motives and hot motives, exploring whether perceived threat to hierarchy (cold motive) moderate the mediating effect of envy (hot motive) on the positive relationships between subordinate performance and two types of AS (i.e., AAAS and PAAS). Using a time-lagged field design, data was collected from supervisor-subordinate dyads, the results showed that subordinate performance was positively related to supervisor’s envy, that supervisor’s envy was positively related to two types of AS, and that the positive relationship between envy and PAAS is stronger than the positive relationship between envy and AAAS. Furthermore, perceived threat to hierarchy moderated the mediating effect of envy on the relationship between subordinate performance and two types of AS. Also, the moderating effect of perceived threat to hierarchy on the mediating effect of envy on subordinate performance-PAAS relationship is stronger than the moderating effect of perceived threat to hierarchy on the mediating effect of envy on subordinate performance-AAAS relationship. Finally, the research implications, limitations and future research directions were discussed. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-17T02:14:33Z (GMT). No. of bitstreams: 1 ntu-106-R04227121-1.pdf: 1381468 bytes, checksum: af840a81e0266de2ae4cd77a64cf5a38 (MD5) Previous issue date: 2017 | en |
| dc.description.tableofcontents | 目次
第一章 緒論……………………………………………………………1 第二章 文獻探討………………………………………………………5 第一節 不當督導………………………………………………………5 第二節 部屬工作表現與嫉妒…………………………………………11 第三節 冷攻擊動機、熱攻擊動機……………………………………12 第四節 研究架構與假設………………………………………………22 第三章 研究方法………………………………………………………24 第一節 研究對象與程序………………………………………………24 第二節 研究工具………………………………………………………27 第三節 資料分析方法…………………………………………………32 第四章 研究結果………………………………………………………36 第一節 測量模式比較…………………………………………………36 第二節 相關係數矩陣…………………………………………………39 第三節 主要效果之驗證………………………………………………41 第四節 調節效果之驗證………………………………………………44 第五節 調節式中介效果之驗證………………………………………46 第五章 討論與建議……………………………………………………51 第一節 結果討論………………………………………………………51 第二節 研究貢獻………………………………………………………54 第三節 研究限制………………………………………………………56 第四節 未來研究方向…………………………………………………57 第五節 結論……………………………………………………………59 參考文獻…………………………………………………………………60 附錄一 問卷填答說明書………………………………………………71 附錄二 主管問卷………………………………………………………73 附錄三 部屬問卷………………………………………………………76 | |
| dc.language.iso | zh-TW | |
| dc.subject | 嫉妒情緒 | zh_TW |
| dc.subject | 工作表現 | zh_TW |
| dc.subject | 被動攻擊型不當督導 | zh_TW |
| dc.subject | 冷攻擊動機 | zh_TW |
| dc.subject | 熱攻擊動機 | zh_TW |
| dc.subject | 主動攻擊型不當督導 | zh_TW |
| dc.subject | 知覺地位威脅 | zh_TW |
| dc.subject | hot motive | en |
| dc.subject | envy | en |
| dc.subject | perceived threat to hierarchy | en |
| dc.subject | active-aggressive abusive supervision | en |
| dc.subject | passive-aggressive abusive supervision | en |
| dc.subject | cold motive | en |
| dc.subject | subordinate performance | en |
| dc.title | 部屬高工作表現與不當督導之關係：冷攻擊動機與熱攻擊動機的觀點 | zh_TW |
| dc.title | The Relationship between Subordinate High Performance and Abusive Supervision – The Perspective of Cold and Hot Motives | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 106-1 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 鄭伯壎(Bor-Shiuan Cheng),鄭瑩妮,王叢桂,周婉茹 | |
| dc.subject.keyword | 工作表現,嫉妒情緒,知覺地位威脅,被動攻擊型不當督導,主動攻擊型不當督導,冷攻擊動機,熱攻擊動機, | zh_TW |
| dc.subject.keyword | subordinate performance,envy,perceived threat to hierarchy,active-aggressive abusive supervision,passive-aggressive abusive supervision,cold motive,hot motive, | en |
| dc.relation.page | 78 | |
| dc.identifier.doi | 10.6342/NTU201704357 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2017-11-13 | |
| 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 | |
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