部屬謙受益？社會交換理論與內隱追隨者理論之解釋

Abstract

謙遜文獻中已發現領導者謙遜對領導效能與組織營運會有多方面的正向影響，但部屬謙遜對部屬職場生活與工作結果的影響仍尚待瞭解。本研究認為部屬表達性謙遜對部屬同時會帶來正面與負面影響。依據社會交換理論，本研究提出兩個正向路徑：情感路徑與任務路徑，來解釋部屬表達性謙遜對部屬的影響。在情感路徑中，本研究推論部屬表達性謙遜會透過主管知覺部屬信任度與主管情感支持的連續中介，正向影響部屬職場幸福感；而在任務路徑中，部屬表達性謙遜則是透過主管知覺部屬信任度與主管知識分享的連續中介，正向影響部屬工作績效。此外，本研究依據內隱追隨者理論觀點提出一個負向路徑，預測表達性謙遜會透過主管知覺部屬積極進取與主管知識分享的連續中介，負向影響部屬工作績效。本研究使用調查法蒐集主管與部屬資料，並於兩階段調查中獲得344組完整的主管－部屬配對問卷。結果顯示，部屬表達性謙遜會透過主管知覺部屬信任度，增進主管情感支持與知識分享，進而分別提升部屬職場幸福感與工作績效。與原先假設相反，本研究發現部屬表達性謙遜會提升主管知覺部屬積極進取的程度。依據研究結果本研究提出相關之理論與實務意涵、研究限制以及未來研究方向。

The literature on humility has found multiple positive influences of leader humility on leadership effectiveness and organizational operation, but has not yet understood the influences of subordinate humility on subordinates’ workplace life and work outcomes. This study contended that employee expressed humility would have both positive and negative effects on employee themselves. Drawing on social exchange theory, this study proposed two positive paths—an emotional support path and a task-focused path—to explain the influences of employee expressed humility on employee outcomes. With regard to the emotional support path, employee expressed humility has a positive effect on employees’ workplace well-being through the serial mediation of supervisory perception of employee trustworthiness and supervisory emotional support. With regard to the task-focused path, employee expressed humility has a positive effect on employee job performance through the serial mediation of supervisory perception of employee trustworthiness and supervisory knowledge sharing. Drawing on the perspective of implicit followership theories, this study proposed a negative path and predicted that employee expressed humility would negatively influence employees’ job performance through the serial mediation of supervisory perception of employee personal initiative and supervisory knowledge sharing. This study adopted the survey method to collect data from supervisors and subordinates. In total, this study obtained 344 supervisor-subordinate pairs from two waves of survey. Results reveal that employee expressed humility increased supervisory emotional support and knowledge sharing through supervisory perception of employee trustworthiness, which further improved employees’ workplace well-being and job performance respectively. Contrary to our theoretical prediction, employee expressed humility increased supervisory perception of employee personal initiative . On the basis of these findings, this study proposed relevant theoretical and practical implications and indicated the research limitations and future research directions.