請用此 Handle URI 來引用此文件：
http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/90669完整後設資料紀錄
| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 吳宗祐 | zh_TW |
| dc.contributor.advisor | Tsung-Yu Wu | en |
| dc.contributor.author | 郭又瑄 | zh_TW |
| dc.contributor.author | Yu-Hsuan Kuo | en |
| dc.date.accessioned | 2023-10-03T17:06:17Z | - |
| dc.date.available | 2023-11-09 | - |
| dc.date.copyright | 2023-10-03 | - |
| dc.date.issued | 2023 | - |
| dc.date.submitted | 2023-07-21 | - |
| dc.identifier.citation | 吳樂樂、鄭雅琪、曾一哲、許雅雯、吳宗祐（2012）：〈擁有情緒，卻不自知？中文隱性情緒測量的發展及其在組織管理的應用〉（口頭發表論文）。第五十一屆台灣心理學會，台中：亞洲大學。
邱皓政（2017）：《多層次模式與縱貫資料分析：Mplus 8 解析應用》。台北，五南。 游立宇、吳宗祐、高鳳霞、駱皓正（2020）：〈忍一時風平浪靜，退一步海闊天空？華人組織中的人際壓力因應〉。《中華心理學刊》（付印中）。 Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Sage Publications. Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411–423. https://doi.org/10.1037/0033-2909.103.3.411 Antonacopoulou, E. P. (2000). Employee development through self-development in three retail banks. Personnel Review, 29(4), 491–508. https://doi.org/10.1108/00483480010296294 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 Avery, D. R., & Quiñones, M. A. (2002). Disentangling the effects of voice: The incremental roles of opportunity, behavior, and instrumentality in predicting procedural fairness. Journal of Applied Psychology, 87(1), 81–86. https://doi.org/10.1037/0021-9010.87.1.81 Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Prentice-Hall. Bandura, A. (1997). Self-efficacy: The exercise of control. W H Freeman/Times Books/ Henry Holt & Co. Bandura, A. (2000). Exercise of human agency through collective efficacy. Current Directions in Psychological Science, 9(3), 75–78. https://doi.org/10.1111/1467-8721.00064 Bandura, A. (2001). Social cognitive theory: An agentic perspective. Annual Review of Psychology, 52(1), 1–26. https://doi.org/10.1146/annurev.psych.52.1.1 Bandura, A. (2008). Observational learning. In W. Donsbach, (Ed.) International encyclopedia of communication (Vol. 7, pp. 3359–3361). Oxford, UK: Blackwell. https://doi.org/10.1002/9781405186407.wbieco004 Baron, R. A. (1988). Negative effects of destructive criticism: Impact on conflict, self-efficacy, and task performance. Journal of Applied Psychology, 73(2), 199–207. https://doi.org/10.1037/0021-9010.73.2.199 Bashshur, M. R., & Oc, B. (2015). When voice matters: A multilevel review of the impact of voice in organizations. Journal of Management, 41(5), 1530–1554. https://doi.org/10.1177/0149206314558302 Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14(2), 103–118. https://doi.org/10.1002/job.4030140202 Bies, R. J., & Shapiro, D. L. (1988). Voice and justification: Their influence on procedural fairness judgments. Academy of Management Journal, 31(3), 676–685. https://doi.org/10.2307/256465 Bies, R. J., Shapiro, D. L., & Cummings, L. L. (1988). Causal accounts and managing organizational conflict: Is it enough to say it’s not my fault? Communication Research, 15(4), 381–399. https://doi.org/10.1177/009365088015004003 Brislin, R. (1980). Translation and content analysis of oral and written material. In H. C. Triandis & J. W. Berry (Eds.), Handbook of cross-culture psychology (Vol. 2, pp. 389–444). Allyn & Bacon. Britt, T. W., Shen, W., Sinclair, R. R., Grossman, M. R., & Klieger, D. M. (2016). How much do we really know about employee resilience? Industrial and Organizational Psychology: Perspectives on Science and Practice, 9(2), 378–404. https://doi.org/10.1017/iop.2015.107 Brykman, K. M., & Raver, J. L. (2021). To speak up effectively or often? The effects of voice quality and voice frequency on peers’ and managers’ evaluations. Journal of Organizational Behavior, 42(4), 504–526. https://doi.org/10.1002/job.2509 Burris, E. R. (2012). The risks and rewards of speaking up: Managerial responses to employee voice. Academy of Management Journal, 55(4), 851–875. https://doi.org/10.5465/amj.2010.0562 Burris, E. R., Detert, J. R., & Chiaburu, D. S. (2008). Quitting before leaving: The mediating effects of psychological attachment and detachment on voice. Journal of Applied Psychology, 93(4), 912–922. https://doi.org/10.1037/0021-9010.93.4.912 Burris, E. R., Detert, J. R., & Romney, A. C. (2013). Speaking up vs being heard: The disagreement around and outcomes of employee voice. Organization Science, 24(1), 22–38. https://doi.org/10.1287/orsc.1110.0732 Burris, E. R., Rockmann, K. W., & Kimmons, Y. S. (2017). The value of voice to managers: Employee identification and the content of voice. Academy of Management Journal, 60(6), 2099–2125. https://doi.org/10.5465/amj.2014.0320 Cheng, S., King, D. D., & Oswald, F. (2020). Understanding how resilience is measured in the organizational sciences. Human Performance, 33(2–3), 130–163. https://doi.org/10.1080/08959285.2020.1744151 Chiaburu, D. S., Farh, C., & Van Dyne, L. (2013). Supervisory epistemic, ideological, and existential responses to voice: A motivated cognition approach. In R. J. Burke & C. L. Cooper (Eds.), Voice and whistleblowing in organizations: Overcoming Fear, Fostering Courage and Unleashing Candor. (pp. 224–253). Cheltenham, UK: Edward Elgar. https://doi.org/10.4337/9781781005927.00019 Claes, R., Beheydt, C., & Lemmens, B. (2005). Unidimensionality of Abbreviated Proactive Personality Scales across Cultures. Applied Psychology: An International Review, 54(4), 476–489. https://doi.org/10.1111/j.1464-0597.2005.00221.x Costa, P. T., & McCrae, R. R. (1992). Normal personality assessment in clinical practice: The NEO Personality Inventory. Psychological Assessment, 4(1), 5–13. https://doi.org/10.1037/1040-3590.4.1.5 Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435–462. https://doi.org/10.1177/014920630002600304 Detert, J. R., & Burris, E. R. (2007). Leadership behavior and employee voice: Is the door really open? Academy of Management Journal, 50(4), 869–884. https://doi.org/10.5465/AMJ.2007.26279183 Detert, J. R., & Edmondson, A. C. (2011). Implicit voice theories: Taken-for-granted rules of self-censorship at work. Academy of Management Journal, 54(3), 461–488. https://doi.org/10.5465/AMJ.2011.61967925 Detert, J. R., & Treviño, L. K. (2010). Speaking up to higher-ups: How supervisors and skip-level leaders influence employee voice. Organization Science, 21(1), 249–270. https://doi.org/10.1287/orsc.1080.0405 Duan, J., Kwan, H. K., & Ling, B. (2014). The role of voice efficacy in the formation of voice behaviour: A cross-level examination. Journal of Management & Organization, 20(4), 526–543. https://doi.org/10.1017/jmo.2014.40 Duan, J., Li, C., Xu, Y., & Wu, C. (2017). Transformational leadership and employee voice behavior: A Pygmalion mechanism. Journal of Organizational Behavior, 38(5), 650–670. https://doi.org/10.1002/job.2157 Duan, J., Zhou, A. J., & Yu, L. (2022). A dual-process model of voice endorsement. The International Journal of Human Resource Management, 33(18), 3765–3787. https://doi.org/10.1080/09585192.2021.1949624 Edwards, J. R., & Lambert, L. S. (2007). Methods for integrating moderation and mediation: A general analytical framework using moderated path analysis. Psychological Methods, 12(1), 1–22. https://doi.org/10.1037/1082-989X.12.1.1 Elliot, A. J., & Thrash, T. M. (2002). Approach-avoidance motivation in personality: Approach and avoidance temperaments and goals. Journal of Personality and Social Psychology, 82(5), 804–818. https://doi.org/10.1037/0022-3514.82.5.804 Elliot, A. J., & Thrash, T. M. (2008). Approach and avoidance temperaments. In G. J. Boyle, G. Matthews, & D. H. Saklofske (Eds.), The SAGE handbook of personality theory and assessment, Vol 1: Personality theories and models. (pp. 315–333). Sage Publications. https://doi.org/10.4135/9781849200462.n15 Farrell, D. (1983). Exit, voice, loyalty, and neglect as responses to job dissatisfaction: A multidimensional scaling study. Academy of Management Journal, 26(4), 596–607. https://doi.org/10.2307/255909 Fast, N. J., Burris, E. R., & Bartel, C. A. (2014). Managing to stay in the dark: Managerial self-efficacy, ego defensiveness, and the aversion to employee voice. Academy of Management Journal, 57(4), 1013–1034. https://doi.org/10.5465/amj.2012.0393 Folger, R., Rosenfield, D., Grove, J., & Corkran, L. (1979). Effects of “voice” and peer opinions on responses to inequity. Journal of Personality and Social Psychology, 37(12), 2253–2261. https://doi.org/10.1037/0022-3514.37.12.2253 Friedman, R. S., & Förster, J. (2010). Implicit affective cues and attentional tuning: An integrative review. Psychological Bulletin, 136(5), 875–893. https://doi.org/10.1037/a0020495 Fuller, B., Jr., & Marler, L. E. (2009). Change driven by nature: A meta-analytic review of the proactive personality literature. Journal of Vocational Behavior, 75(3), 329–345. https://doi.org/10.1016/j.jvb.2009.05.008 Gist, M. E. (1987). Self-efficacy: Implications for organizational behavior and human resource management. Academy of Management Review, 12(3), 472–485. https://doi.org/10.2307/258514 Gist, M. E., & Mitchell, T. R. (1992). Self-efficacy: A theoretical analysis of its determinants and malleability. Academy of Management Review, 17(2), 183–211. https://doi.org/10.2307/258770 Goldberg, L. R. (1992). The development of markers for the Big-Five factor structure. Psychological Assessment, 4(1), 26–42. https://doi.org/10.1037/1040-3590.4.1.26 Grandey, A. A., Dickter, D. N., & Sin, H.-P. (2004). The customer is not always right: Customer aggression and emotion regulation of service employees. Journal of Organizational Behavior, 25(3), 397–418. https://doi.org/10.1002/job.252 Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford Press. Hirschman, A. O. (1970). Exit, voice, and loyalty: Responses to decline in firms, organizations, and states. Harvard University Press. Ho, J. C., & Tsai, C. T. (2017). The effect of supervisor neuroticism on employee voice behavior: A moderated mediation model of emotional exhaustion, self-efficacy and emotion regulation. Journal of Human Resource Management, 17(3), 33–57. https://doi.org/10.6147/JHRM. 2017.1703.02 Howell, T. M., Harrison, D. A., Burris, E. R., & Detert, J. R. (2015). Who gets credit for input? Demographic and structural status cues in voice recognition. Journal of Applied Psychology, 100(6), 1765–1784. https://doi.org/10.1037/apl0000025 Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1–55. https://doi.org/10.1080/10705519909540118 Isaakyan, S., Sherf, E. N., Tangirala, S., & Guenter, H. (2021). Keeping it between us: Managerial endorsement of public versus private voice. Journal of Applied Psychology, 106(7), 1049–1066. https://doi.org/10.1037/apl0000816 Jackson, D., Firtko, A., & Edenborough, M. (2007). Personal resilience as a strategy for surviving and thriving in the face of workplace adversity: A literature review. Journal of Advanced Nursing, 60(1), 1–9. https://doi.org/10.1111/j.1365-2648.2007.04412.x Judge, T. A., Erez, A., Bono, J. E., & Thoresen, C. J. (2003). The Core Self-Evaluations Scale: Development of a measure. Personnel Psychology, 56(2), 303–331. https://doi.org/10.1111/j.1744-6570.2003.tb00152.x Kenny, D. A., Kashy, D. A., & Bolger, N. (1998). Data analysis in social psychology. In D. T. Gilbert, S. T. Fiske, & G. Lindzey (Eds.), The handbook of social psychology (4th ed., Vols. 1-2, pp. 233–265). McGraw-Hill. Kim, Y. J., Lam, C. F., Oh, J., & Sohn, W. (2023). Employee constructive voice: An integrative review and a dyadic approach. Journal of Management, 49(1), 430–473. https://doi.org/10.1177/01492063221108654 King, D. D., Newman, A., & Luthans, F. (2016). Not if, but when we need resilience in the workplace. Journal of Organizational Behavior, 37(5), 782–786. https://doi.org/10.1002/job.2063 King, D. D., Ryan, A. M., & Van Dyne, L. (2019). Voice resilience: Fostering future voice after non endorsement of suggestions. Journal of Occupational and Organizational Psychology, 92(3), 535–565. https://doi.org/10.1111/joop.12275 Kish-Gephart, J. J., Detert, J. R., Treviño, L. K., & Edmondson, A. C. (2009). Silenced by fear: The nature, sources, and consequences of fear at work. Research in Organizational Behavior, 29, 163–193. https://doi.org/10.1016/j.riob.2009.07.002 Lam, C. F., Lee, C., & Sui, Y. (2019). Say it as it is: Consequences of voice directness, voice politeness, and voicer credibility on voice endorsement. Journal of Applied Psychology, 104(5), 642–658. https://doi.org/10.1037/apl0000358 Landau, J. (2009). When employee voice is met by deaf ears. SAM Advanced Management Journal, 74(1), 4–12. Landis, R. S., Beal, D. J., & Tesluk, P. E. (2000). A comparison of approaches to forming composite measures in structural equation models. Organizational Research Methods, 3(2), 186–207. https://doi.org/10.1177/109442810032003 Lent, R. W., Brown, S. D., & Hackett, G. (1994). Toward a unifying social cognitive theory of career and academic interest, choice, and performance. Journal of Vocational Behavior, 45(1), 79–122. https://doi.org/10.1006/jvbe.1994.1027 Li, C.-J., Li, F., Chen, T., & Crant, J. M. (2022). Proactive personality and promotability: Mediating roles of promotive and prohibitive voice and moderating roles of organizational politics and leader-member exchange. Journal of Business Research, 145(2), 253–267. https://doi.org/10.1016/j.jbusres.2022.03.002 Li, H., Li, F., & Chen, T. (2018). Do performance approach oriented individuals generate creative ideas? The roles of outcome instrumentality and task persistence. Journal of Applied Social Psychology, 48(3), 117–127. https://doi.org/10.1111/jasp.12495 Li, J. (J.), Barnes, C. M., Yam, K. C., Guarana, C. L., & Wang, L. (2019). Do not like it when you need it the most: Examining the effect of manager ego depletion on managerial voice endorsement. Journal of Organizational Behavior, 40(8), 869–882. https://doi.org/10.1002/job.2370 Li, J., & Xu, S. (2020). Extraversion, neuroticism, and employee voice: A conservation of resources perspective. Frontiers in Psychology, 11(1218). https://doi.org/10.3389/fpsyg.2020.01281 Li, N., Harris, T. B., Boswell, W. R., & Xie, Z. (2011). The role of organizational insiders’ developmental feedback and proactive personality on newcomers’ performance: An interactionist perspective. Journal of Applied Psychology, 96(6), 1317–1327. https://doi.org/10.1037/a0024029 Lian, H., Ferris, D. L., & Brown, D. J. (2012). Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome. Journal of Applied Psychology, 97(1), 107–123. https://doi.org/10.1037/a0024610 Liang, J., Farh, C. I. C., & Farh, J.-L. (2012). Psychological antecedents of promotive and prohibitive voice: A two-wave examination. Academy of Management Journal, 55(1), 71–92. https://doi.org/10.5465/amj.2010.0176 Lieberman, M. D., Ochsner, K. N., Gilbert, D. T., & Schacter, D. L. (2001). Do amnesics exhibit cognitive dissonance reduction? The role of explicit memory and attention in attitude change. Psychological Science, 12(2), 135–140. https://doi.org/10.1111/1467-9280.00323 Linderbaum, B. A., & Levy, P. E. (2010). The development and validation of the Feedback Orientation Scale (FOS). Journal of Management, 36(6), 1372–1405. https://doi.org/10.1177/0149206310373145 Liu, W., Zhu, R., & Yang, Y. (2010). I warn you because I like you: Voice behavior, employee identifications, and transformational leadership. The Leadership Quarterly, 21(1), 189–202. https://doi.org/10.1016/j.leaqua.2009.10.014 LePine, J. A., & Van Dyne, L. (2001). Voice and cooperative behavior as contrasting forms of contextual performance: Evidence of differential relationships with Big Five personality characteristics and cognitive ability. Journal of Applied Psychology, 86(2), 326–336. https://doi.org/10.1037/0021-9010.86.2.326 Luthans, F. (2002). The need for and meaning of positive organization behavior. Journal of Organizational Behavior, 23(6), 695–706. https://doi.org/10.1002/job.165 Luthar, S. S., Cicchetti, D., & Becker, B. (2000). The construct of resilience: A critical evaluation and guidelines for future work. Child Development, 71(3), 543–562. https://doi.org/10.1111/1467-8624.00164 Major, D. A., Turner, J. E., & Fletcher, T. D. (2006). Linking proactive personality and the Big Five to motivation to learn and development activity. Journal of Applied Psychology, 91(4), 927–935. https://doi.org/10.1037/0021-9010.91.4.927 McCarthy, W. J., & Newcomb, M. D. (1992). Two dimensions of perceived self-efficacy: Cognitive control and behavioral coping ability. In R. Schwarzer (Ed.), Self-efficacy: Thought control of action (pp. 39–64). Hemisphere Publishing Corp. McClean, E. J., Burris, E. R., & Detert, J. R. (2013). When does voice lead to exit? It depends on leadership. Academy of Management Journal, 56(2), 525–548. https://doi.org/10.5465/amj.2011.0041 McClean, E., Kim, S., & Martinez, T. M. (2022). Which ideas for change are endorsed? How agentic and communal voice affects endorsement differently for men and women. Academy of Management Journal, 65(2), 634–655. https://doi.org/10.5465/amj.2019.0492 McDonald, R. P., & Ho, M.-H. R. (2002). Principles and practice in reporting structural equation analyses. Psychological Methods, 7(1), 64–82. https://doi.org/10.1037/1082-989X.7.1.64 Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003). An exploratory study of employee silence: Issues that employees don’t communicate upward and why. Journal of Management Studies, 40(6), 1453–1476. https://doi.org/10.1111/1467-6486.00387 Morrison, E. W. (2011). Employee voice behavior: Integration and directions for future research. The Academy of Management Annals, 5(1), 373–412. https://doi.org/10.1080/19416520.2011.574506 Morrison, E. W. (2014). Employee voice and silence. Annual Review of Organizational Psychology and Organizational Behavior, 1, 173–197. https://doi.org/10.1146/annurev-orgpsych-031413-091328 Morrison, E. W. (2023). Employee voice and silence: Taking stock a decade later. Annual Review of Organizational Psychology and Organizational Behavior, 10(1), 1–29. https://doi.org/10.1146/annurev-orgpsych-120920-054654 Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706–725. https://doi.org/10.2307/259200 Morrison, E. W., & Rothman, N. B. (2009). Silence and the dynamics of power. In J. Greenberg, & M. S. Edwards (Vol. Eds.), Voice and silence in organizations: Vol. 6, (pp. 111–134). Emerald Group Publishing Limited. Morrison, E. W., Wheeler-Smith, S. L., & Kamdar, D. (2011). Speaking up in groups: A cross-level study of group voice climate and voice. Journal of Applied Psychology, 96(1), 183–191. https://doi.org/10.1037/a0020744 Ng, T. W. H., Lucianetti, L., Hsu, D. Y., Yim, F. H. K., & Sorensen, K. L. (2021). You speak, I speak: The social cognitive mechanisms of voice contagion. Journal of Management Studies, 58(6), 1569–1608. https://doi.org/10.1111/joms.12698 O’Súilleabháin, P. S., Hughes, B. M., Oommen, A. M., Joshi, L., & Cunningham, S. (2019). Vulnerability to stress: Personality facet of vulnerability is associated with cardiovascular adaptation to recurring stress. International Journal of Psychophysiology, 144, 34–39. https://doi.org/10.1016/j.ijpsycho.2019.06.013 Ozer, E. M., & Bandura, A. (1990). Mechanisms governing empowerment effects: A self-efficacy analysis. Journal of Personality and Social Psychology, 58(3), 472–486. https://doi.org/10.1037/0022-3514.58.3.472 Parker, S. K. (1998). Enhancing role breadth self-efficacy: The roles of job enrichment and other organizational interventions. Journal of Applied Psychology, 83(6), 835–852. https://doi.org/10.1037/0021-9010.83.6.835 Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of Management, 36(4), 827–856. https://doi.org/10.1177/0149206310363732 Ployhart, R. E., Ryan, A. M., & Bennett, M. (1999). Explanations for selection decisions: Applicants’ reactions to informational and sensitivity features of explanations. Journal of Applied Psychology, 84(1), 87–106. https://doi.org/10.1037/0021-9010.84.1.87 Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: A meta-analysis. Journal of Applied Psychology, 92(2), 438–454. https://doi.org/10.1037/0021-9010.92.2.438 Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9010.88.5.879 Popelnukha, A., Almeida, S., Obaid, A., Sarwar, N., Atamba, C., Tariq, H. & Weng, Q.(D). (2022), Keep your mouth shut until I feel good: testing the moderated mediation model of leader's threat to competence, self-defense tactics, and voice rejection, Personnel Review, 51(1), 394–431. https://doi.org/10.1108/PR-09-2019-0508 Rusbult, C. E., Farrell, D., Rogers, G., & Mainous, A. G. (1988). Impact of exchange variables on exit, voice, loyalty, and neglect: An integrative model of responses to declining job satisfaction. Academy of Management Journal, 31(3), 599–627. https://doi.org/10.2307/256461 Schneider, T. R. (2004). The role of neuroticism on psychological and physiological stress responses. Journal of Experimental Social Psychology, 40(6), 795–804. https://doi.org/10.1016/j.jesp.2004.04.005 Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel Psychology, 54(4), 845–874. https://doi.org/10.1111/j.1744-6570.2001.tb00234.x Shapiro, D. L., Buttner, E. H., & Barry, B. (1994). Explanations: What factors enhance their perceived adequacy? Organizational Behavior and Human Decision Processes, 58(3), 346–368. https://doi.org/10.1006/obhd.1994.1041 Sherf, E. N., Parke, M. R., & Isaakyan, S. (2021). Distinguishing voice and silence at work: Unique relationships with perceived impact, psychological safety, and burnout. Academy of Management Journal, 64(1), 114–148. https://doi.org/10.5465/amj.2018.1428 Sherf, E. N., Tangirala, S., & Weber, K. C. (2017). It is not my place! Psychological standing and men’s voice and participation in gender-parity initiatives. Organization Science, 28(2), 193–210. https://doi.org/10.1287/orsc.2017.1118 Slaughter, J. E., & Kausel, E. E. (2009). The neurotic employee: Theoretical analysis of the influence of narrow facets of neuroticism on cognitive, social, and behavioral processes relevant to job performance. In J. Martocchio & H. Liao (Eds.), Research in personnel and human resources management (Vol. 28, pp. 265–341). Bingley, UK: Emerald Group Publishing Limited. https://doi.org/10.1108/S0742-7301(2009)0000028010 Sommer, K. L., & Kulkarni, M. (2012). Does constructive performance feedback improve citizenship intentions and job satisfaction? The roles of perceived opportunities for advancement, respect, and mood. Human Resource Development Quarterly, 23(2), 177–201. https://doi.org/10.1002/hrdq.21132 Stamper, C. L., & Van Dyne, L. (2001). Work status and organizational citizenship behavior: A field study of restaurant employees. Journal of Organizational Behavior, 22(5), 517–536. https://doi.org/10.1002/job.100 Tamir, M. (2005). Don’t worry, be happy? Neuroticism, trait-consistent affect regulation, and performance. Journal of Personality and Social Psychology, 89(3), 449–461. https://doi.org/10.1037/0022-3514.89.3.449 Tangirala, S., Kamdar, D., Venkataramani, V., & Parke, M. R. (2013). Doing right versus getting ahead: The effects of duty and achievement orientations on employees’ voice. Journal of Applied Psychology, 98(6), 1040–1050. https://doi.org/10.1037/a0033855 Tangirala, S., & Ramanujam, R. (2012). Ask and you shall hear (but not always): Examining the relationship between manager consultation and employee voice. Personnel Psychology, 65(2), 251–282. https://doi.org/10.1111/j.1744-6570.2012.01248.x Tebes, J. K., Irish, J. T., Vasquez, M. J. P., & Perkins, D. V. (2004). Cognitive Transformation as a Marker of Resilience. Substance Use & Misuse, 39(5), 769–788. https://doi.org/10.1081/JA-120034015 Van Dyne, L., Ang, S., & Botero, I. C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40(6), 1359–1392. https://doi.org/10.1111/1467-6486.00384 Van Dyne, L., Cummings, L. L., & Parks, J. M. (1995). Extra-role behaviors: In pursuit of construct and definitional clarity (a bridge over muddied waters). Research in Organizational Behavior, 17, 215–285. Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108–119. https://doi.org/10.2307/256902 Vroom, V. H. (1964). Work and motivation. Wiley. Weiss, A., & Deary, I. J. (2020). A new look at neuroticism: Should we worry so much about worrying? Current Directions in Psychological Science, 29(1), 92–101. https://doi.org/10.1177/0963721419887184 Whiting, S. W., Maynes, T. D., Podsakoff, N. P., & Podsakoff, P. M. (2012). Effects of message, source, and context on evaluations of employee voice behavior. Journal of Applied Psychology, 97(1), 159–182. https://doi.org/10.1037/a0024871 Wood, R., & Bandura, A. (1989). Social cognitive theory of organizational management. Academy of Management Review, 14(3), 361–384. https://doi.org/10.2307/258173 Yan, T. T., Tangirala, S., Vadera, A. K., & Ekkirala, S. (2022). How employees learn to speak up from their leaders: Gender congruity effects in the development of voice self-efficacy. Journal of Applied Psychology, 107(4), 650-667. https://doi.org/10.1037/apl0000892 Yang, K. S. (1995). Chinese social orientation: An integrative analysis. In T. Y. Lin, W. S. Tseng, & Y. K. Yeh (Eds.), Chinese societies and mental health (pp. 19–39). Oxford University Press. Zhang, Y., Liu, X., & Chen, W. (2020). Fight and flight: A contingency model of third parties’ approach-avoidance reactions to peer abusive supervision. Journal of Business and Psychology, 35(6), 767–782. https://doi.org/10.1007/s10869-019-09650-x | - |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/90669 | - |
| dc.description.abstract | 本研究試圖運用社會認知理論，以探討主管針對不賞識的建言所給予建設性回饋，是否能建立起員工的建言效能感（包括建言能力信念以及建言有效信念），以幫助員工提升建言韌性，並探究員工的主動積極性格與脆弱性格如何與建言能力信念與建言有效信念的中介歷程互動。本研究透過以事例為基礎的問卷調查法收集臺灣企業組織中共計241筆有效資料。結果顯示，在不賞識建言的情境下，主管所給予的建設性回饋會提升員工對建言的能力信念與有效信念，並進一步提升員工的建言韌性；此外，員工的主動積極性格會強化建言能力信念的中介效果，而脆弱性則會弱化建言有效信念的中介效果。藉由本研究之結果，一方面於理論上可更細緻地釐清建言效能感的內涵，並拓展建言韌性影響機制的探討；另一方面於實務上可提供主管回應策略以面對不予以採納之建言，促使員工能夠持續建言。 | zh_TW |
| dc.description.abstract | Drawing on social cognitive theory, the current study tends to explore whether supervisors’ constructive feedback can enhance employee voice resilience through two mechanisms of voice efficacy, including belief in their ability to voice and belief in the effectiveness of their voice, as well as investigate how proactive and vulnerability personality interact with these two mechanisms. Using event-based survey, the current study obtained 241 valid data from enterprises in Taiwan. The results show that the relationship of supervisors’ constructive feedback and employees' voice resilience was mediated by employees' belief in their ability to voice and belief in its effectiveness. Furthermore, employees' proactive personality strengthened the mediating effect of employees' belief in their ability to voice, while vulnerability personality weakened the mediating effect of the belief in the effectiveness of their voice. On the basis of the results, the current study contributes to the voice literature by clarifying the essence of voice efficacy as well as exploring the mechanism of voice resilience. Also, in practice, the current study provides supervisors with response strategies to deal with rejected voice, and encourage employees to continue voicing their ideas. | en |
| dc.description.provenance | Submitted by admin ntu (admin@lib.ntu.edu.tw) on 2023-10-03T17:06:17Z No. of bitstreams: 0 | en |
| dc.description.provenance | Made available in DSpace on 2023-10-03T17:06:17Z (GMT). No. of bitstreams: 0 | en |
| dc.description.tableofcontents | 誌謝 i
中文摘要 ii Abstract iii 第一章 緒論 1 第二章 文獻回顧 7 第一節 員工建言行為 7 第二節 主管在建言歷程中的角色 11 第三節 建言韌性與社會認知理論 16 第四節 主管回饋對建言韌性的正向關係 22 第五節 員工性格的調節角色 28 第六節 研究架構 35 第三章 研究方法 37 第一節 研究參與者 37 第二節 研究程序 40 第三節 研究工具 41 第四節 分析策略 47 第四章 研究結果 50 第一節 初步分析 50 第二節 驗證性因素分析 50 第三節 研究假設驗證 52 第五章 討論 59 第一節 結果討論 59 第二節 理論貢獻 61 第三節 實務貢獻 63 第四節 研究限制與未來研究方向 64 第五節 結論 67 參考文獻 68 附錄 84 附錄一 事件內層次問卷 84 附錄二 事件間層次問卷 90 | - |
| dc.language.iso | zh_TW | - |
| dc.title | 員工建言遭拒還願意再建言嗎？主管建設性回饋與員工建言韌性之關係：中介與調節效果之探討 | zh_TW |
| dc.title | Voice Again After Being Rejected? The Effect of Leaders’ Constructive Feedback on Employees’ Voice Resilience | en |
| dc.type | Thesis | - |
| dc.date.schoolyear | 111-2 | - |
| dc.description.degree | 碩士 | - |
| dc.contributor.oralexamcommittee | 林姿葶;熊欣華 | zh_TW |
| dc.contributor.oralexamcommittee | Tzu-Ting Lin;Hsin-Hua Hsiung | en |
| dc.subject.keyword | 建言韌性,主管建設性回饋,員工建言效能感, | zh_TW |
| dc.subject.keyword | voice resilience,supervisors’ constructive feedback,voice efficacy, | en |
| dc.relation.page | 91 | - |
| dc.identifier.doi | 10.6342/NTU202301587 | - |
| dc.rights.note | 同意授權(限校園內公開) | - |
| dc.date.accepted | 2023-07-24 | - |
| dc.contributor.author-college | 理學院 | - |
| dc.contributor.author-dept | 心理學系 | - |
| dc.date.embargo-lift | 2025-08-31 | - |
| 顯示於系所單位： | 心理學系 | |
文件中的檔案：
| 檔案 | 大小 | 格式 | |
|---|---|---|---|
| ntu-111-2.pdf 目前未授權公開取用 | 2.3 MB | Adobe PDF | 檢視/開啟 |
系統中的文件，除了特別指名其著作權條款之外，均受到著作權保護，並且保留所有的權利。