槍打出頭鳥？從主管歸因觀點探討員工建言之後果

Abstract

部屬建言如何影響主管績效評估之結果，一直是建言文獻中相當受到重視的主題。本研究嘗試以主管歸因的觀點，來探討主管對建言動機之歸因(利主管、印象整飭、敵意)對部屬建言與主管績效評估結果之關係的中介效果，並探究員工政治技巧與主管信任傾向在上述關係的調節效果。本研究收集了台灣企業中191對主管-部屬的跨時點對偶樣本，階層迴歸分析結果顯示：部屬建言與主管印象整飭以及利主管歸因雖有正向關聯性，但只有利主管歸因中介了部屬建言與主管績效評估結果之正向關係。此外，主管信任傾向會強化利主管歸因對部屬建言與主管績效評估結果之正向關係的中介效果，部屬政治技巧則會弱化敵意歸因對部屬建言與主管績效評估結果之負向關係的中介效果。研究結果之意涵、理論貢獻與管理意涵、研究限制、及未來研究方向，將在最後提出討論。

The effect of subordinate’s voice on their performance evaluations is an important issue in voice research. In this study, we try to investigate the mediating role that supervisor-attributed motives (benefit to supervisor, impression management, and hostile motives) of employee voice plays on voice-performance evaluations relationship. Also, we explore the moderating effect of employee’s political skill and supervisor’s trust propensity on above relationship. Using two-wave questionnaire survey, we obtained 191 pairs of supervisor-employee dyads in Taiwan enterprises. The results of hierarchical regression showed that employee voice was positively related to supervisor’s attribution of impression management motive and benefit to supervisor motive; however, only benefit to supervisor motive mediated the positive relationship between employee voice and supervisor’s performance evaluations. Furthermore, supervisor’s trust propensity strengthened the mediating effect of supervisor’s attribution of benefit to supervisor motive on the positive relationship between employee voice and supervisor’s performance evaluations. Also, employee’s political skill weakened the mediating effect of supervisor’s attribution of hostile motive on the negative relationship between employee voice and supervisor’s performance evaluations. The implications of results, theoretical contributions, the implications for practitioners, limitations, and future research directions are discussed at the end.