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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 吳宗祐(Tsung-Yu Wu) | |
| dc.contributor.author | Chun-Yen Yu | en |
| dc.contributor.author | 游俊彥 | zh_TW |
| dc.date.accessioned | 2021-06-17T02:14:34Z | - |
| dc.date.available | 2018-01-04 | |
| dc.date.copyright | 2018-01-04 | |
| dc.date.issued | 2017 | |
| dc.date.submitted | 2017-11-10 | |
| dc.identifier.citation | 姜定宇（2009）：〈華人企業主管知覺部屬效忠〉。《中華心理學刊》，51，101-119。
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/68197 | - |
| dc.description.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。 | zh_TW |
| dc.description.abstract | 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. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-17T02:14:34Z (GMT). No. of bitstreams: 1 ntu-106-R04227120-1.pdf: 1268833 bytes, checksum: 28c414b2bccf6287898961ab5f64c891 (MD5) Previous issue date: 2017 | en |
| dc.description.tableofcontents | 第一章 緒論………………………………………………………………………......1
第二章 文獻回顧……………………………………………………………………..6 第一節 員工建言的概念釐清…………………………………………………..6 第二節 員工建言與主管績效評估……………………………………………10 第三節 兩種區分性的調節因素………………………………………………20 第四節 研究架構………………………………………………………………25 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……………………………………………………………..30 第四節 資料分析……………………………………………………………..35 第四章 研究結果……………………………………………………………………38 第一節 測量模式比較…………………………………………………………38 第二節 相關係數表……………………………………………………………40 第三節 中介效果之驗證………………………………………………………42 第四節 調節式中介之驗證……………………………………………………44 第五章 討論與建議…………………………………………………………………48 第一節 結果討論………………………………………………………………48 第二節 理論貢獻………………………………………………………………51 第三節 實務貢獻………………………………………………………………55 第四節 研究限制………………………………………………………………56 第五節 未來研究方向…………………………………………………………58 第六節 結論……………………………………………………………………60 參考文獻……………………………………………………………………………..62 附錄……………..……………………………………………………………………73 附錄一 部屬問卷………………………………………………………………73 附錄二 主管問卷………………………………………………………………76 | |
| dc.language.iso | zh-TW | |
| dc.subject | 敵意歸因 | zh_TW |
| dc.subject | 利主管歸因 | zh_TW |
| dc.subject | 印象整飭 | zh_TW |
| dc.subject | 動機歸因 | zh_TW |
| dc.subject | 績效評估 | zh_TW |
| dc.subject | 建言 | zh_TW |
| dc.subject | hostile motives | en |
| dc.subject | performance evaluations | en |
| dc.subject | supervisor-attributed motives | en |
| dc.subject | benefit to supervisor | en |
| dc.subject | impression management | en |
| dc.subject | voice | en |
| dc.title | 槍打出頭鳥？從主管歸因觀點探討員工建言之後果 | zh_TW |
| dc.title | The Consequence of Employee Voice：A Supervisor Attribution Perspective | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 106-1 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 鄭伯壎(Bor-Shiuan Cheng),胡昌亞(Chang-Ya Hu),陳怡靜(Yi-Jing Chen) | |
| dc.subject.keyword | 建言,績效評估,動機歸因,印象整飭,利主管歸因,敵意歸因, | zh_TW |
| dc.subject.keyword | voice,performance evaluations,supervisor-attributed motives,benefit to supervisor,impression management,hostile motives, | en |
| dc.relation.page | 78 | |
| dc.identifier.doi | 10.6342/NTU201704356 | |
| 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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