謙或虛？華人虛性自謙之初探：某非營利組織員工樣本的探討

Abstract

本研究檢視華人文化下的自謙構念意涵，明確區辨實性自謙及虛性自謙為兩個不同構念，並以印象管理觀點探討虛性自謙在真誠領導與建言行為間可能的中介效果；其中，研究者推論真誠領導負向影響虛性自謙，虛性自謙負向影響建言行為。透過兩階段的問卷調查研究設計（間隔一個月），於台灣某非營利組織蒐集七十一份員工樣本後，經迴歸分析發現，真誠領導與虛性自謙不存在關聯性，虛性自謙與促進型建言呈現正向（而非原本預測的負向）關係，虛性自謙與建言行為、抑制型建言不存在關聯性。研究結果不支持本研究所提之中介假說。文末，研究者針對華人自謙的理論構念、自謙量表的信效度、本研究發現進行討論，並提出本研究限制及未來研究方向的建議。

The present study examines the meanings of Chinese self-modesty construct and differentiates superficial self-modesty from authentic self-modesty. Drawing on an impression management perspective, the researcher investigated a possible mediation effect of authentic leadership with voice behavior via superficial self-modesty, proposing that authentic leadership negatively affects superficial self-modesty and superficial self-modesty negatively affects voice behavior. Through a two-stage survey research design with an interval of one month, a sample of 71 employees from a non-for-profit organization in Taiwan was collected. Regression analyses showed that no relationship was found between authentic leadership and superficial self-modesty. Superficial self-modesty was found positively (rather than negatively) related to promotive voice. Also, no relationship was found between superficial self-modesty and voice behavior, and between superficial self-modesty and prohibitive voice. That is, the mediation hypothesis was not supported. At the end, the researcher discusses Chinese self-modesty as a theoretical construct, the reliability and validity of the self-modesty scale, and the current research findings and proposes study limitations and future research directions.