探討心理安全氛圍對威權領導與部屬回應間的中介效果-以空軍某聯隊官兵為研究樣本

Abstract

本研究探討威權領導對於部屬回應的影響，這些回應包括部屬的工作滿足感、工作敬業度及建言行為，並檢視心理安全氛圍對前述關係的可能中介效果。為檢驗本研究假說，研究者針對空軍某聯隊所屬官兵進行抽樣調查，有效問卷共計530份，研究結果支持所提假說。研究結果顯示，威權領導與心理安全氛圍之間具有顯著的負向關連性，心理安全氛圍對於威權領導中對於部屬回應之關係呈現具顯著負向中介關係，亦即，威權領導將削弱心理安全氛圍，進而降低其工作滿足感、工作敬業度，以及建言行為。文末，研究者提出本研究之管理意涵以及對軍隊領導之幾項建議：（1）積極吸取管理新知，建構與轉換領導模式；（2）公平公開獎懲比例原則；（3）鼓勵同儕互助互動、創造和諧心理安全氛圍工作環境。

This study examined the impact of authoritarian leadership on subordinate responses, which include job satisfaction, work engagement, and voice behavior, and the possible mediating effects on the above relationships by psychological safety climate. To test the hypotheses, the researcher collected sample from officers and soldiers from an Air Force Wing. Altogether there were 530 effective questionnaires. The results showed support of the proposed hypotheses. Authoritarian leadership was found negatively related to psychological safety climate, and that the latter showed a negative mediating effect on the relationship between authoritarian leadership and subordinate responses. That is, authoritarian leadership mitigate psychological safety climate, in results, dampening job satisfaction, work engagement, and voice behavior. Finally, the researcher proposed managerial implications of this study and several suggestions to military leadership, including (1) proactively learn new management knowledge, and construct and transform leadership models, (2) establish fair and open rewards and punishment principles, and (3) encourage interactions and collaborations among co-workers and creating a harmonious psychological safety work environment.