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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 鄭伯壎 | |
| dc.contributor.author | Yu-Ying Chen | en |
| dc.contributor.author | 陳鈺穎 | zh_TW |
| dc.date.accessioned | 2021-05-17T10:18:02Z | - |
| dc.date.available | 2015-01-17 | |
| dc.date.available | 2021-05-17T10:18:02Z | - |
| dc.date.copyright | 2012-01-17 | |
| dc.date.issued | 2011 | |
| dc.date.submitted | 2011-12-28 | |
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/7049 | - |
| dc.description.abstract | 過去的組織研究中，多半將注意力放在正向的領導行為及其效果。然而，負向領導行為為組織增加許多成本，因此近年來此種職場中偏差人際行為及其帶來的影響與傷害日趨受到矚目。本研究深入探討主管不當督導對部屬績效之影響效果，並試圖瞭解不當督導如何透過領導者－部屬交換的中介來預測部屬績效。研究結果顯示：不當督導對領導者－部屬交換以及部屬績效具有負向效果；且領導者－部屬交換關係完全中介不當督導與部屬績效之間的關係。此外，本研究以調節式中介模型進行分析，研究發現部屬權力距離傾向在此中介效果中具有調節作用，當部屬權力距離傾向高時，不當督導與部屬績效之關係才會受到領導者－部屬交換的中介；當部屬權力距離傾向低時，領導者－部屬交換不具中介效果。最後，本文針對研究結果進行討論，並對理論貢獻、實務意涵、研究限制，及未來研究方向加以闡述。 | zh_TW |
| dc.description.provenance | Made available in DSpace on 2021-05-17T10:18:02Z (GMT). No. of bitstreams: 1 ntu-100-R96227126-1.pdf: 1545713 bytes, checksum: 784b8bad0b4d667ed62889bc152009db (MD5) Previous issue date: 2011 | en |
| dc.description.tableofcontents | 第一章 緒論……………………………………………………………1
第二章 文獻探討………………………………………………………4 第一節 不當督導……………………………………………………..………..4 第二節 不當督導與績效表現………………………………………...……...15 第三節 領導者部屬交換……………………………………………………..16 第四節 不當督導與領導者部屬交換………………………………………..19 第五節 領導者部屬交換與部屬績效………………………………………..20 第六節 領導者部屬交換的中介效果………………………………….…….21 第七節 權力距離傾向…………………………………………………..........22 第三章 研究方法…………………………………………………..…26 第一節 研究樣本……………………………………………………..………26 第二節 研究程序……………………………………………………..………28 第三節 研究工具……………………………………………………..……....28 第四節 資料分析……………………………………………………..………34 第四章 研究結果…………………………………………………......39 第一節 測量模式的比較……………………………………………….…….39 第二節 各研究變項之相關……………………………………………..……40 第三節 主要效果與中介效果之檢驗………………………………..………43 第四節 調節式中介效果之檢驗……………………………………………..46 第五章 討論與建議…………………………………………………..49 第一節 結果討論……………………………………………………..………49 第二節 研究貢獻……………………………………………………..………52 第三節 研究限制……………………………………………………..………55 第四節 未來研究方向……………………………………………………..…57 參考文獻…………………………………………………......................60附錄一 主管問卷………………………………………......................73 附錄二 部屬問卷………………………………………......................79 | |
| dc.language.iso | zh-TW | |
| dc.subject | 部屬績效 | zh_TW |
| dc.subject | 不當督導 | zh_TW |
| dc.subject | 領導者－部屬交換 | zh_TW |
| dc.subject | 權力距離傾向 | zh_TW |
| dc.subject | power distance orientation (PDO) | en |
| dc.subject | performance | en |
| dc.subject | abusive supervision | en |
| dc.subject | leader-member exchange (LMX) | en |
| dc.title | 不當督導、領導者－部屬交換、及部屬績效：部屬權力距離傾向之調節效果 | zh_TW |
| dc.title | Abusive Supervision, LMX, and Performance: The Moderating Effect of Subordinates' Power Distance Orientation | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 100-1 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 黃敏萍,胡昌亞,吳宗祐 | |
| dc.subject.keyword | 不當督導,領導者－部屬交換,權力距離傾向,部屬績效, | zh_TW |
| dc.subject.keyword | abusive supervision,leader-member exchange (LMX),power distance orientation (PDO),performance, | en |
| dc.relation.page | 85 | |
| dc.rights.note | 同意授權(全球公開) | |
| dc.date.accepted | 2011-12-28 | |
| dc.contributor.author-college | 理學院 | zh_TW |
| dc.contributor.author-dept | 心理學研究所 | zh_TW |
| 顯示於系所單位： | 心理學系 | |
文件中的檔案：
| 檔案 | 大小 | 格式 | |
|---|---|---|---|
| ntu-100-1.pdf | 1.51 MB | Adobe PDF | 檢視/開啟 |
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