請用此 Handle URI 來引用此文件:
http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/71561
完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 吳宗祐(Tsung-Yu Wu) | |
dc.contributor.author | Wei-Shing Chao | en |
dc.contributor.author | 趙瑋歆 | zh_TW |
dc.date.accessioned | 2021-06-17T06:03:18Z | - |
dc.date.available | 2020-12-25 | |
dc.date.copyright | 2020-12-25 | |
dc.date.issued | 2020 | |
dc.date.submitted | 2020-11-12 | |
dc.identifier.citation | 余威遠(2015):《威權領導與情感性承諾, 心理幸福感間關係之研究-心理資本的調節作用》(未出版之碩士論文)。國立中山大學人力資源研究所,高雄。 吳宗祐(2008):〈由華人主管威權領導到員工工作滿意度與組織承諾: 信任的中介歷程與情緒智力的調節效果〉。《本土心理學研究》,30,3-63。 周婉茹、周麗芳、鄭伯壎、任金剛(2010):〈專權與尚嚴之辨: 再探威權領導的內涵與恩威並濟的效果〉。《本土心理學研究》,34,223-284。 周婉茹、鄭伯壎、連玉輝(2014):〈威權領導:概念源起、現況檢討及未來方向〉。《中華心理學刊》,56(2),165-189。 周婉茹、鄭伯壎、連玉輝(2015):〈威權領導〉。見鄭伯壎、姜定宇、吳宗祐、高鳳霞(編):《組織行為研究在台灣四十年 深化與展望》,頁344-370。台北市:華泰。 林孟君(2015):《威權領導真的令人服從嗎? 雙向度威權領導的效能與仁慈領導的調節作用》(未出版之碩士論文)。國立台灣大學心理學研究所,台北。 楊美娟(2014):《威權領導對情感性承諾與建言行為之影響-工作不安全感的中介與調節作用》(未出版之碩士論文)。國立中山大學人力資源管理研究所,台北。 樊景立、鄭伯壎(1997):〈華人自評式績效考核中的自謙偏差:題意、謙虛價值及自尊之影響〉。《中華心理學刊》,39(2),103-118。 樊景立、鄭伯壎(2000):〈華人組織的家長式領導:一項文化觀點的分析〉。《本土心理學研究》,13,126-180。 鄭伯壎(2005):《華人領導:理論與實際》。台北:桂冠圖書公司。 鄭伯壎、周麗芳(2005):《家長式領導三元模式:現代轉化及其影響機制––威權領導:法家概念的現代轉化》, 行政院國家科學委員會專題研究計畫成果報告,報告編號NSC94-2413-H-002-003-PAE。台北:行政院國家科學委員會。 鄭伯壎、周麗芳、黃敏萍、樊景立、彭泗清(2003):〈家長式領導的三元模式: 中國大陸企業組織的證據〉。《本土心理學研究》,20,209-250。 鄭伯壎、樊景立、周麗芳(2006):《家長式領導―模式與證據》。台北:華泰文化。 盧億婷(2012):《威權領導、角色壓力與員工個人任務行為之研究》(未出版之碩士論文)。國立高雄應用科技大學人力發展學系研究所,高雄。 羅勝強、姜燕(2014):〈調節變項與中介變項〉。見陳曉萍(編):《組織與管理研究的實證方法》(二版),頁399-420。台北:華泰文化。 蘇柏丞(2013):《威權領導與創造性績效: 心理資源的中介》(未出版之碩士論文)。成功大學心理學系認知科學碩士班,台南。 Ahmad, I., Gao, Y. (2018). Ethical leadership and work engagement: The roles of psychological empowerment and power distance orientation. Management Decision, 56, 1991-2005. Aiken, L. S., West, S. G., Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage. Anseel, F., Beatty, A. S., Shen, W., Lievens, F., Sackett, P. R. (2015). How are we doing after 30 years? A meta-analytic review of the antecedents and outcomes of feedback-seeking behavior. Journal of Management, 41, 318-348. doi:10.1177/0149206313484521 Anseel, F., Lievens, F., Levy, P. E. (2007). A self‐motives perspective on feedback‐seeking behavior: Linking organizational behavior and social psychology research. International Journal of Management Reviews, 9, 211-236. Ashford, S. J. (1986). Feedback-seeking in individual adaptation: A resource perspective. Academy of Management Journal, 29, 465-487. Ashford, S. J., Cummings, L. L. (1983). Feedback as an individual resource: Personal strategies of creating information. Organizational Behavior and Human Performance, 32, 370-398. Ashford, S. J., Cummings, L. L. (1985). Proactive feedback seeking: The instrumental use of the information environment. Journal of Occupational Psychology, 58, 67-79. Ashford, S. J., De Stobbeleir, K., Nujella, M. (2016). To seek or not to seek: Is that the only question? Recent developments in feedback-seeking literature. Annual Review of Organizational Psychology and Organizational Behavior, 3, 213-239. Atkin, C. (1973). Instrumental utilities and information seeking. Beverly Hills, CA: Sage. Bateman, T. S., Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14, 103-118. Baumeister, R. F., Bratslavsky, E., Finkenauer, C., Vohs, K. D. (2001). Bad is stronger than good. Review of General Psychology, 5, 323-370. Beauducel, A., Wittmann, W. W. (2005). Simulation study on fit indexes in CFA based on data with slightly distorted simple structure. Structural Equation Modeling, 12, 41-75. Becherer, R. C., Maurer, J. G. (1999). The proactive personality disposition and entrepreneurial behavior among small company presidents. Journal of Small Business Management, 37(1), 28-36. Becker, T. E. (2005). Potential problems in the statistical control of variables in organizational research: A qualitative analysis with recommendations. Organizational Research Methods, 8, 274-289. doi:10.1177/1094428105278021 Beenen, G., Pichler, S., Levy, P. E. (2017). Self‐determined feedback seeking: The role of perceived supervisor autonomy support. Human Resource Management, 56, 555-569. doi:10.1002/hrm.21787 Bentler, P., Bonett, D. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88, 588-606. Berinsky, A. J., Huber, G. A., Lenz, G. S. (2012). Evaluating online labor markets for experimental research: Amazon. com's Mechanical Turk. Political Analysis, 20, 351-368. Berry, C. M., Ones, D. S., Sackett, P. R. (2007). Interpersonal deviance, organizational deviance, and their common correlates: A review and meta-analysis. Journal of Applied Psychology, 92, 410-424. Brislin, R. W. (1980). Cross-cultural research methods. In I. A. Rapopor T. F. Wohlwill (Eds.), Environment and culture (pp. 47-82). Boston, MA: Springer. Callister, R. R., Kramer, M. W., Turban, D. B. (1999). Feedback seeking following career transitions. Academy of Management Journal, 42, 429-438. Chen, Z., Lam, W., Zhong, J. A. (2007). Leader-member exchange and member performance: A new look at individual-level negative feedback-seeking behavior and team-level empowerment climate. Journal of Applied Psychology, 92, 202-212. Cheng, B.-S., Chou, L.-F., Wu, T.-Y., Huang, M.-P., Farh, J.-L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7, 89-117. Chou, L.-F., Cheng, B.-S., Farh, J.-L. (2006). Does employee’s authoritarian value matter: The effectiveness of people-related and task-related authoritarian leadership in China and Taiwan’s private business. Paper session presented at the Biannual Conference of International Association for Chinese Management Research (IACMR), Nanjing, China. Chou, W.-J., Cheng, B.-S. (2014). Opening the black box: A two-dimensional model of authoritarian leadership and task performance. Chinese Journal of Psychology, 56(4), 397-414. Chughtai, A. A., Buckley, F. (2010). Assessing the effects of organizational identification on in‐role job performance and learning behaviour. Personnel Review, 34, 242-258. Cohen, J., Cohen, P. (1983). Applied multiple regression/correlation analysis for the behavioral science(2nd Ed.). Hillsdale, NJ: Lawrence Erlbaum Associates. Daft, R. L., Lengel, R. H. (1986). Organizational information requirements, media richness and structural design. Management Science, 32, 554-571. De Stobbeleir, K. E., Ashford, S. J., de Luque, M. F. S. (2010). Proactivity with image in mind: How employee and manager characteristics affect evaluations of proactive behaviours. Journal of Occupational and Organizational Psychology, 83, 347-369. Edwards, J. R., Lambert, L. S. (2007). Methods for integrating moderation and mediation: A general analytical framework using moderated path analysis. Psychological Methods, 12, 1-22. Farh, J.-L., Cheng, B.-S., Chou, L.-F., Chu, X.-P. (2006). Authority and benevolence employees’ responses to paternalistic leadership in China. In T. A. S., B. Y., C. L. (Eds.), China's domestic private firms: Multidisciplinary perspectives on management and performance (pp. 230-260). New York, NY: Sharpe. Fried, Y., Shirom, A., Gilboa, S., Cooper, C. L. (2008). The mediating effects of job satisfaction and propensity to leave on role stress-job performance relationships: Combining meta-analysis and structural equation modeling. International Journal of Stress Management, 15, 305-328. Geister, S., Konradt, U., Hertel, G. (2006). Effects of process feedback on motivation, satisfaction, and performance in virtual teams. Small Group Research, 37, 459-489. doi:10.1177/1046496406292337 Grant, A. M., Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3-34. Green, S. G., Fairhurst, G. T., Snavely, B. K. (1986). Chains of poor performance and supervisory control. Organizational Behavior and Human Decision Processes, 38, 7-27. Harris, W. (2017, August). Incremental innovation and risk: A balancing act for federal contractors. Paper presented at the Seventh International Engaged Management Scholarship Conference, MD. Hirschi, A., Lee, B., Porfeli, E. J., Vondracek, F. W. (2013). Proactive motivation and engagement in career behaviors: Investigating direct, mediated, and moderated effects. Journal of Vocational Behavior, 83, 31-40. Holden, C. J., Dennie, T., Hicks, A. D. (2013). Assessing the reliability of the M5-120 on Amazon’s Mechanical Turk. Computers in Human Behavior, 29, 1749-1754. Hu, L.-T., Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55. Jonason, P. K., Luévano, V. X. (2013). Walking the thin line between efficiency and accuracy: Validity and structural properties of the Dirty Dozen. Personality and Individual Differences, 55, 76-81. Jones, D. N., Paulhus, D. L. (2014). Introducing the short dark triad (SD3) a brief measure of dark personality traits. Assessment, 21, 28-41. Kenny, D. A., Kashy, D. A., Bolger, N. (1998). Data analysis in social psychology. In G. D., F. S. T. L. G. (Eds.), The handbook of social psychology (pp. 233-265). New York, NY: McGraw-Hill. Kim, T.-Y., Wang, J. (2008). Proactive personality and newcomer feedback seeking: The moderating roles of supervisor feedback and organizational justice. Current Topics in Management, 13, 91-109. Kong, M., Yuan, Y. (2018). Perceived deviance tolerance: make employees’ moral constructs accessible from a dual-system. Magagement Decision, 56, 1936-1955. Lam, L. W., Peng, K. Z., Wong, C.-S., Lau, D. C. (2015). Is more feedback seeking always better? Leader-member exchange moderates the relationship between feedback-seeking behavior and performance. Journal of Management, 43, 2195-2217. Lam, W., Huang, X., Snape, E. (2007). Feedback-seeking behavior and leader-member exchange: Do supervisor-attributed motives matter? Academy of Management Journal, 50, 348-363. LeBreton, J. M., Wu, J., Bing, M. N. (2009). The truth(s) on testing for mediation in the social and organizational sciences. In C. E. Lance R. J. Vandenberg (Eds.), Statistical and methodological myths and urban legends: Doctrine, verity and fable in the organizational and social sciences (pp. 107-141) New York, NY: Rouledge. Levy, P. E., Cober, R. T., Miller, T. (2002). The effect of transformational and transactional leadership perceptions on feedback‐seeking intentions. Journal of Applied Social Psychology, 32, 1703-1720. 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, 1-13. Little, T. D., Cunningham., W. A., Shahar., G., Widaman, K. F. (2002). To parcel or not to parcel: Expolring the question, weighing the merits. Structural Equation Modeling: A Multidisciplinary Journal, 9, 151-173. Luque, M. F. S. D., Sommer, S. M. (2000). The impact of culture on feedback-seeking behavior: An integrated model and propositions. Academy of Management Review, 25, 829-849. MacKenzie, S. B., Podsakoff, P. M., Jarvis, C. B. (2005). The problem of measurement model misspecification in behavioral and organizational research and some recommended solutions. Journal of Applied Psychology, 90, 710-730. MacKinnon, D. P., Krull, J. L., Lockwood, C. M. (2000). Equivalence of the mediation, confounding and suppression effect. Prevention Science, 1, 173-181. Madzar, S. (1995). Feedback seeking behavior: A review of the literature and implications for HRD practitioners. Human Resource Development Quarterly, 6, 337-349. Morrison, E. W. (1993). Newcomer information seeking: Exploring types, modes, sources, and outcomes. Academy of Management Journal, 36, 557-589. Morrison, E. W. (2002). Information seeking within organizations. Human Communication Research, 28, 229-242. Morrison, E. W., Bies, R. J. (1991). Impression management in the feedback-seeking process: A literature review and research agenda. Academy of Management Review, 16, 522-541. Morrison, E. W., Chen, Y. R., Salgado, S. R. (2004). Cultural differences in newcomer feedback seeking: A comparison of the United States and Hong Kong. Applied Psychology: An International Review , 53, 1-22. Moss, S. E., Sanchez, J. I., Brumbaugh, A. M., Borkowski, N. (2009). The mediating role of feedback avoidance behavior in the LMX—performance relationship. Group Organization Management, 34, 645-664. Moss, S. E., Valenzi, E. R., Taggart, W. (2003). Are you hiding from your boss? The development of a taxonomy and instrument to assess the feedback management behaviors of good and bad performers. Journal of Management, 29, 487-510. Nifadkar, S., Tsui, A. S., Ashforth, B. E. (2012). The way you make me feel and behave: Supervisor-triggered newcomer affect and approach-avoidance behavior. Academy of Management Journal, 55, 1146-1168. Ostroff, C., Kozlowski, S. W. J. (1992). Organizational socialization as a learning process: The role of information acquisition. Personnel Psychology, 45, 849-874. 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, 879-903. Renn, R. W., Fedor, D. B. (2001). Development and field test of a feedback seeking, self-efficacy, and goal setting model of work performance. Journal of Management, 27, 563-583. Rigdon, E. E. (1996). CFI versus RMSEA: A comparison of two fit indexes for structural equation modeling. Structural Equation Modeling: A Multidisciplinary Journal, 3(4), 369-379. Schütz, E., Sailer, U., Al Nima, A., Rosenberg, P., Arntén, A.-C. A., Archer, T., Garcia, D. (2013). The affective profiles in the USA: Happiness, depression, life satisfaction, and happiness-increasing strategies. PeerJ, 1, e156. doi:10.7717/peerj.156 Seibert, S. E., Crant, J. M., Kraimer, M. L. (1999). Proactive personality and career success. Journal of Applied Psychology, 84, 416-427. Sheehan, K. B. (2018). Crowdsourcing research: Data collection with Amazon’s Mechanical Turk. Communication Monographs, 85, 140-156. Shen, C., Yang, J., He, P., Wu, Y. J. (2019). How does abusive supervision restrict employees’ feedback-seeking behavior? Journal of Managerial Psychology, 34, 546-559. Steelman, L. A., Levy, P. E., Snell, A. F. (2004). The feedback environment scale: Construct definition, measurement, and validation. Educational and Psychological Measurement, 64, 165-184. Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33, 261-289. Van Sell, M., Brief, A. P., Schuler, R. S. (1981). Role conflict and role ambiguity: Integration of the literature and directions for future research. Human Relations, 34, 43-71. Vancouver, J. B., Morrison, E. W. (1995). Feedback inquiry: The effect of source attributes and individual differences. Organizational Behavior and Human Decision Processes, 62, 276-285. VandeWalle, D. (2003). A goal orientation model of feedback-seeking behavior. Human Resource Management Review, 13, 581-604. VandeWalle, D., Cummings, L. L. (1997). A test of the influence of goal orientation on the feedback-seeking process. Journal of Applied Psychology, 82, 390-400. VandeWalle, D., Ganesan, S., Challagalla, G. N., Brown, S. P. (2000). An integrated model of feedback-seeking behavior: Disposition, context, and cognition. Journal of Applied Psychology, 85, 996-1003. Whitman, M. V., Halbesleben, J. R. B., Holmes, O. (2014). Abusive supervision and feedback avoidance: The mediating role of emotional exhaustion. Journal of Organizational Behavior, 35, 38-53. Wu, M., Xu, E. (2012). Paternalistic leadership: from here to where? In X. Huang M. H. Bond (Eds.), Handbook of Chinese organizational behavior: Integrating therory, research and practice (pp. 449-466). Cheltenham, UK: Edward Elgar. Zhang, X., Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal, 53, 107-128. Zhang, Y., Xie, Y.-H. (2017). Authoritarian leadership and extra-role behaviors: A role-perception perspective. Management and Organization Review, 13(1), 147-166. | |
dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/71561 | - |
dc.description.abstract | 本研究嘗試以成本-效益觀點,探討專權與尚嚴兩種威權領導方式對回饋尋求行為的效果,並探究回饋尋求行為對於專權、尚嚴領導與部屬績效的中介效果,另檢視部屬主動積極性格在上述關係中的調節效果。本研究共收集221對台灣企業主管-部屬的對偶樣本,結果顯示:專權與部屬對主管回饋尋求行為呈負相關、尚嚴與部屬對主管回饋尋求行為呈正相關。部屬對主管回饋尋求行為會中介專權與員工績效之關係,亦能中介尚嚴與員工績效之關係。再者,部屬主動積極性格無法調節尚嚴與對主管回饋尋求行為的正向關係,以及專權與對主管回饋尋求行為的負向關係。同時,部屬主動積極性格亦無法調節對主管回饋尋求行為對尚嚴與員工績效結果之正向關係的中介效果,以及對主管回饋尋求行為對專權與員工績效結果之負向關係的中介效果。研究結果之意涵、理論貢獻與實務貢獻、研究限制及未來研究方向,將在最末提出討論。 | zh_TW |
dc.description.abstract | Drawing on cost-value framework, the current study explores the effects of two kinds of authoritian leadership, Juan-chiuan and Shaug-yan, on feedback seeking behavior, examines the mediating effect of feedback seeking behavior on the relationships between Juan-chiuan, Shaug-yan, and performance, and investigates the moderating effect of employee’s proactive personality on the above relationships. We obtained 221 pairs of supervisor-employee dyads in Taiwan enterprises. The results showed that Juan-chiuan was negatively related to feedback seeking behavior, and that Shaug-yan was positively related to feedback seeking behavior. Also, subordinates’ feedback seeking behavior mediated the negative relationship between Juan-chiuan and employee performance as well as the positive relationship between Shaug-yan and employee performance. Furthermore, employee’s proactive personality did not moderate postive relationship between Shan-yan and feedback seeking behavior as well as the negative relationship between Juan-shiuan and feedback seeking behavior. Also, employee’s proactive personality did not moderate the mediating effect of feedback seeking behavior on the positive relationship between Shan-yan and performance as well as the mediating effect of feedback seeking behavior on the negative relationship between Juan-chiuan and employee performance. The implications of results, theoretical contributions, the implications for practitioners, limitations, and future research directions are discussed at the end. | en |
dc.description.provenance | Made available in DSpace on 2021-06-17T06:03:18Z (GMT). No. of bitstreams: 1 U0001-1211202016071100.pdf: 1682717 bytes, checksum: 2aba8e1217d6acad7c1ccfa1986764f7 (MD5) Previous issue date: 2020 | en |
dc.description.tableofcontents | 目次
第一章 緒論………………………………………………………………………..…1 第二章 文獻回顧…………………………………………………………………..…6 第一節 回饋尋求行為的概念釐清…………………………………………6 第二節 領導與回饋尋求行為……………………………………………..12 第三節 主動積極性格的調節效果………………………………………..22 第四節 研究架構…………………………………………………………..29 第三章 研究方法……………………………………………………………………30 第一節 研究樣本…………………………………………………………..30 第二節 研究程序…………………………………………………………..32 第三節 研究工具…………………………………………………………..34 第四節 分析策略…………………………………………………………..37 第四章 研究結果……………………………………………………………………41 第一節 相關係數表………………………………………………………..42 第二節 測量模式比較……………………………………………………..43 第三節 假設檢驗…………………………………………………………..44 第五章 結果與討論…………………………………………………………………50 第一節 結果討論…………………………………………………………..50 第二節 理論貢獻…………………………………………………………..55 第三節 實務貢獻…………………………………………………………..56 第四節 限制與展望………………………………………………………..57 第五節 結論………………………………………………………………..59 參考文獻……………..………………………………………………………………60 附錄……………..……………………………………………………………………71 附錄一 部屬問卷…………………………………………………………..71 附錄二 主管問卷…………………………………………………………..74 | |
dc.language.iso | zh-TW | |
dc.title | 威權領導會讓員工不敢尋求回饋嗎?專權、尚嚴與回饋尋求行為之關係,以主動積極性格為調節變項 | zh_TW |
dc.title | The Relationships between Juan-chiuan, Shaug-yan, and Feedback Seeking Behavior, Proactive Personality as the Moderator | en |
dc.type | Thesis | |
dc.date.schoolyear | 109-1 | |
dc.description.degree | 碩士 | |
dc.contributor.coadvisor | 鄭伯壎(Bor-Shiuan Cheng) | |
dc.contributor.oralexamcommittee | 周婉茹(Wan-Ju Chou),陳怡靜(Yi-Ching Chen) | |
dc.subject.keyword | 對主管回饋尋求行為,專權領導,尚嚴領導,績效,主動積極性格, | zh_TW |
dc.subject.keyword | feedback seeking behavior,Juan-chiuan,Shaug-yan,performance,proactive personality, | en |
dc.relation.page | 75 | |
dc.identifier.doi | 10.6342/NTU202004333 | |
dc.rights.note | 有償授權 | |
dc.date.accepted | 2020-11-13 | |
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 | |
---|---|---|---|
U0001-1211202016071100.pdf 目前未授權公開取用 | 1.64 MB | Adobe PDF |
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。