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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 熊欣華(Hsin-Hua Hsiung) | |
dc.contributor.advisor | 熊欣華(Hsin-Hua Hsiung | hhsiung@ntu.edu.tw | ), | |
dc.contributor.author | Hung-Ju Wu | en |
dc.contributor.author | 吳泓儒 | zh_TW |
dc.date.accessioned | 2023-03-19T22:06:49Z | - |
dc.date.copyright | 2022-07-07 | |
dc.date.issued | 2022 | |
dc.date.submitted | 2022-06-24 | |
dc.identifier.citation | 周麗芳、任金剛、林守紀(2013):〈轉型領導與建言行為:文化價值觀的關鍵角色〉。《組織與管理》,6,115-159。 Alterman, V., Bamberger, P. A., Wang, M., Koopmann, J., Belogolovsky, E., & Shi, J. (2021). Best not to know: Pay secrecy, employee voluntary turnover, and the conditioning effect of distributive justice. Academy of Management Journal, 64(2), 482-508. https://doi.org/10.5465/amj.2019.0231 Aryee, S., Walumbwa, F. O., Mondejar, R., & Chu, C. W. L. (2017). Core self-evaluations and employee voice behavior: Test of a dual-motivational pathway. Journal of Management, 43(3), 946-966. https://doi.org/10.1177/0149206314546192 Ashford, S. J., & Cummings, L. L. (1985). Proactive feedback seeking: The instrumental use of the information environment. Journal of Occupational Psychology, 58(1), 67-79. https://doi.org/10.1111/j.2044-8325.1985.tb00181.x Ashford, S. J., Rothbard, N. P., Piderit, S. K., & Dutton, J. E. (1998). Out on a limb: The role of context and impression management in selling gender-equity issues. 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dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/84236 | - |
dc.description.abstract | 建言行為是具有挑戰性的行為,並且可能會給員工帶來風險。大多數員工在提出想法以前都會「看風向」,並試圖了解主管對建言行為的態度。過去研究將重心放在探討長期領導風格(如:轉型領導、真誠領導)對員工建言的影響,但忽略了主管在互動當下向員工傳遞訊號的重要性。本研究試圖運用「訊號理論」和「不確定管理理論」,透過兩個研究來探討兩項研究議題:(1)主管所傳遞的建言訊號之內容和形式;(2)主管所傳遞的建言訊號對員工建言知覺(包含建言自我效能和心理安全感)和建言意願的影響,以及在此歷程中的相關調節變數。在研究一中,研究者採用質性訪談的方式,從 8 名主管和 12 位部屬中蒐集主管傳遞建言訊號的事例。本研究共蒐集 159 筆事例,並將事例區分為四種類別以及十二個構面。在研究二中,研究者根據研究一所提出的訊號方向和訊號形式的分類,編撰出四種不同的劇本。研究者在此研究中結合情境故事法和問卷調查法,透過社交媒體蒐集總計 279 筆在職工作者的量化資料。路徑分析(使用 SPSS 中的 PROCESS 分析模組)的結果顯示:一、建言訊號會影響部屬的建言意願,當訊號愈正向時,建言意願愈高;二、建言訊號可透過建言自我效能與心理安全感,提升部屬的建言意願;三、員工的社交能力會強化建言訊號透過心理安全感影響建言意願的中介效果。基於上述兩個研究的結果,本研究提出相關之理論與實務意涵,並提供未來的研究方向。 | zh_TW |
dc.description.abstract | Voice behaviors are challenging behaviors and may bring risks to employees. Before speaking up, most employees want to “read the wind” and try to understand their managers’ attitudes toward the voice behavior. Previous research focused on investigating the effect of long-term leadership styles (e.g., transformational leadership and authentic leadership) on employee voice behaviors, but ignored the importance of managers’ signals delivered to employees at the moment of interaction. Drawing on “signaling theory” and “uncertainty management theory”, this research conducted two studies to investigate two related issues: (1) the content and the forms of managers’ voice signals; (2) the influences of managers’ voice signals on employees’ voice perceptions (including voice self-efficacy and psychological safety) and voice intentions, and the relevant moderating variable in this process. In Study 1, the researcher adopted qualitative interviews to collect the instances of managers’ voice signals from 8 supervisors and 12 subordinates. One hundred and fifty-nine instances were collected and classified into four categories and twelve dimensions. In Study 2, the researcher compiled four different scenarios based on the classification comprising signal directions and signal forms proposed in Study 1. In this study, the researcher combined the scenario method and the survey method to collect quantitative data from job incumbents. Two hundred and seventy-nine research participants were recruited from social media. Results of regression analysis (using PROCESS macro for SPSS) reveal that: (1) managers’ voice signals had a significant influence on employees’ voice intentions; the more positive the signal was, the higher the voice intention; (2) managers’ voice signals had a significant influence on employees’ voice intentions through the mediation of voice self-efficacy and psychological safety; (3) employees’ social skill strengthened the mediation effect of psychological safety on the relationship between voice signals and voice intentions. On the basis of the results in two studies, this research proposed relevant theoretical and practical implications, and provided future research directions. | en |
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dc.description.tableofcontents | 目次 致謝ⅰ 中文摘要 iii 英文摘要 ⅴ 目次 ix 表目次 xiii 圖目次 xv 第一章 緒論 1 第二章 文獻探討 7 第一節 員工建言 7 第二節 建言訊號 12 第三節 建言訊號的不確定性 16 第三章 研究一:建言訊號之內涵 19 第一節 建言訊號之分類 19 第二節 研究方法 20 第三節 研究結果 23 第四節 小結 35 第四章 研究二:建言訊號之效果驗證 37 第一節 研究假設 39 第二節 研究方法 46 第三節 研究結果 56 第四節 小結 64 第五章 討論與建議 69 第一節 理論意涵 70 第二節 實務貢獻 74 第三節 研究限制 75 第四節 未來研究方向 76 第五節 結論 79 參考文獻 80 附錄 92 附錄一 關鍵事例法訪談問題 92 附錄二 情境劇本 93 附錄三 前測問卷 95 附錄四 正式問卷 98 表目次 表1 訪談大綱 21 表2 建言訊號的不同構面、分類結果 22 表3 鼓勵的建言訊號 28 表4 抑制的建言訊號 33 表5 研究二之劇本訊號方向 48 表6 前測問卷-建言訊號方向之實驗操弄效果 50 表7 樣本之人口統計特性 51 表8 本研究各變數之敘述性統計與相關係數矩陣 60 表9 衡量模型之適配度比較 61 表10 建言訊號方向平均數差異檢定 62 表11 以PROCESS Model 7進行之路徑分析結果 65 表12 中介效果與調節式中介效果 66 圖目次 圖1 研究二之理論架構 46 圖2 本研究之路經分析結果 67 圖3 社交能力對建言訊號與心理安全感之調節效果 67 | |
dc.language.iso | zh-TW | |
dc.title | 現在適合說話嗎?主管訊號與員工建言行為之關係 | zh_TW |
dc.title | Is It Appropriate to Speak Up Now? The Relationship Between Managers’ Signals and Employees’ Voice Behaviors | en |
dc.type | Thesis | |
dc.date.schoolyear | 110-2 | |
dc.description.degree | 碩士 | |
dc.contributor.oralexamcommittee | 陳建丞(Chien-Cheng Chen),莊智薰(Chih-Hsun Chuang) | |
dc.subject.keyword | 建言訊號,情境故事法,訊號理論,不確定管理理論,社交能力,建言行為, | zh_TW |
dc.subject.keyword | voice signal,scenario,signaling theory,uncertainty management theory,social skill,voice behavior, | en |
dc.relation.page | 102 | |
dc.identifier.doi | 10.6342/NTU202200874 | |
dc.rights.note | 同意授權(限校園內公開) | |
dc.date.accepted | 2022-06-27 | |
dc.contributor.author-college | 理學院 | zh_TW |
dc.contributor.author-dept | 心理學研究所 | zh_TW |
dc.date.embargo-lift | 2027-05-28 | - |
顯示於系所單位: | 心理學系 |
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