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| ???org.dspace.app.webui.jsptag.ItemTag.dcfield??? | Value | Language |
|---|---|---|
| dc.contributor.advisor | 熊欣華 | zh_TW |
| dc.contributor.advisor | Hsin-Hua Hsiung | en |
| dc.contributor.author | 曾謙育 | zh_TW |
| dc.contributor.author | Chien-Yu Tseng | en |
| dc.date.accessioned | 2023-03-19T22:09:56Z | - |
| dc.date.available | 2023-12-26 | - |
| dc.date.copyright | 2022-07-06 | - |
| dc.date.issued | 2022 | - |
| dc.date.submitted | 2002-01-01 | - |
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/84383 | - |
| dc.description.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。 | zh_TW |
| dc.description.abstract | 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. | en |
| dc.description.provenance | Made available in DSpace on 2023-03-19T22:09:56Z (GMT). No. of bitstreams: 1 U0001-1803202212505300.pdf: 1971720 bytes, checksum: eb6c7cd270146e90ba42d43b3be1d5e5 (MD5) Previous issue date: 2022 | en |
| dc.description.tableofcontents | 第一章 緒論 p.1
第二章 文獻回顧 p.7 第一節 特質謙遜與表達性謙遜 p.7 第二節 特質謙遜與表達性謙遜相關研究 p.15 第三節 理論架構與研究假設 p.22 第三章 研究方法 p.43 第一節 樣本與程序 p.43 第二節 研究構念衡量 p.48 第三節、資料分析方法 p.51 第四章 研究結果 p.55 第一節 相關分析 p.55 第二節 信度分析與效度分析 p.57 第三節 理論模型與假設驗證 p.58 第五章 討論與建議 p.65 第一節 理論意涵 p.65 第二節 實務意涵 p.67 第三節 研究限制與未來建議 p.69 第四節 結論 p.71 參考文獻 p.73 附錄 p.91 附錄一 研究構念之衡量量表 p.91 附錄二 樣本發放與回收數據 p.94 表圖目次： 表 2-1 謙遜相關定義整理表 p.13 表 2-2 特質謙遜之後果變數整理表 p.15 表 3-1 樣本背景組成 p.46 表 4-1 主要變數之敘述統計與相關係數矩陣 p.56 表 4-2 研究構念信度分析結果 p.60 表 4-3 衡量模型之配適度比較 p.61 表 4-4 結構方程模型之路徑估計值 p.62 表 4-5 中介效果驗證彙整表 p.63 表 4-6 研究假設結果彙整 p.64 圖 2-1：領導者謙遜之中介與後果變數整理 p.18 圖 2-2：研究架構圖 p.23 圖 2-3：Sy（2010）領導者視角的內隱追隨者特質 p.26 | - |
| dc.language.iso | zh_TW | - |
| dc.subject | 社會交換理論 | zh_TW |
| dc.subject | 職場幸福感 | zh_TW |
| dc.subject | 工作績效 | zh_TW |
| dc.subject | 內隱追隨者理論 | zh_TW |
| dc.subject | 社會交換理論 | zh_TW |
| dc.subject | 表達性謙遜 | zh_TW |
| dc.subject | 職場幸福感 | zh_TW |
| dc.subject | 工作績效 | zh_TW |
| dc.subject | 內隱追隨者理論 | zh_TW |
| dc.subject | 表達性謙遜 | zh_TW |
| dc.subject | workplace well-being | en |
| dc.subject | expressed humility | en |
| dc.subject | social exchange theory | en |
| dc.subject | implicit followership theories | en |
| dc.subject | job performance | en |
| dc.subject | social exchange theory | en |
| dc.subject | expressed humility | en |
| dc.subject | job performance | en |
| dc.subject | workplace well-being | en |
| dc.subject | implicit followership theories | en |
| dc.title | 部屬謙受益？社會交換理論與內隱追隨者理論之解釋 | zh_TW |
| dc.title | Do Employees Benefit from Humility Expression? Explanations from Social Exchange Theory and Implicit Followership Theories | en |
| dc.type | Thesis | - |
| dc.date.schoolyear | 110-2 | - |
| dc.description.degree | 碩士 | - |
| dc.contributor.oralexamcommittee | 郭建志;陳怡靜 | zh_TW |
| dc.contributor.oralexamcommittee | Chien-Chih Kuo;Yi-Ching Chen | en |
| dc.subject.keyword | 表達性謙遜,社會交換理論,內隱追隨者理論,工作績效,職場幸福感, | zh_TW |
| dc.subject.keyword | expressed humility,social exchange theory,implicit followership theories,workplace well-being,job performance, | en |
| dc.relation.page | 95 | - |
| dc.identifier.doi | 10.6342/NTU202200642 | - |
| dc.rights.note | 同意授權(限校園內公開) | - |
| dc.date.accepted | 2022-03-22 | - |
| dc.contributor.author-college | 理學院 | - |
| dc.contributor.author-dept | 心理學系 | - |
| dc.date.embargo-lift | 2027-03-21 | - |
| Appears in Collections: | 心理學系 | |
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| File | Size | Format | |
|---|---|---|---|
| ntu-110-2.pdf Restricted Access | 1.93 MB | Adobe PDF | View/Open |
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