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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 吳宗祐 | |
| dc.contributor.author | Hao-Cheng Lo | en |
| dc.contributor.author | 駱皓正 | zh_TW |
| dc.date.accessioned | 2021-06-17T07:00:17Z | - |
| dc.date.available | 2024-08-18 | |
| dc.date.copyright | 2019-08-18 | |
| dc.date.issued | 2019 | |
| dc.date.submitted | 2019-08-01 | |
| dc.identifier.citation | 吳宗祐（2017）：《接受或拒絕？主管為何與何時採納部屬建言：中介與調節效果之探討》科技部專題研究計畫，報告編號：106-2410-H-002 -082 -SS3。未出版。
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/72522 | - |
| dc.description.abstract | 本研究試圖運用推敲可能性模式與心理保守論，以探討員工建言時的兩類策略使用（理性策略、逢迎策略）是否分別透過主管知覺部屬建言建設性以及對於策略的喜好程度來影響主管對建言的賞識，並探究主管的三類的保守動機（認知需求、核心自我評價、社會優勢取向）如何與上述兩歷程互動。本研究以事例為基礎之問卷調查法收集台灣企業組織中共計161組一個主管對多個部屬樣本（一對二或一對三）。多層次迴歸分析結果顯示：主管知覺部屬建言建設性會中介部屬理性策略與主管賞識建言之關係；主管對策略喜好度會中介部屬逢迎策略與主管賞識建言之關係。此外，認知需求會強化主管知覺部屬建言建設性的中介效果；核心自我評價會弱化主管對策略喜好度的中介效果；社會優勢取向會強化主管對策略喜好度的中介效果。研究結果之意涵、理論貢獻、實務貢獻、以及限制與展望，將於最後提出討論。 | zh_TW |
| dc.description.abstract | Drawing on elaboration likelihood model (ELM) and political conservatism perspective, the current study tends to explore whether the relationships of subordinate’s voice tactics (rational tactic and ingratiation tactic) and supervisor’s endorsement of voice are mediated by the supervisor’s perceived constructiveness and supervisor’s liking toward tactics respectively, as well as investigate whether supervisor’s motivations of conservatism (need for cognition, core-self-evaluation, and social dominance orientation) have moderating effect on above relationships. Using event-based survey, the current study obtained a sample of 346 subordinates led by 161 supervisors (1-2 or 1-3 dyad) form enterprises in Taiwan. The results of multilevel analysis showed that the relationship of subordinate’s rational tactic and supervisor’s endorsement of voice was mediated by the supervisor’s perceived constructiveness and that the relationship of subordinate’s ingratiation tactic and supervisor’s endorsement of voice was mediated by the supervisor’s liking toward tactics. Furthermore, supervisor’s need for cognition strengthened the mediating effect of the supervisor’s perceived constructiveness. Also, supervisor’s core-self-evaluation and social dominance orientation weakened and strengthened the mediating effect of the supervisor’s liking toward tactics respectively. 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 2021-06-17T07:00:17Z (GMT). No. of bitstreams: 1 ntu-108-R05227124-1.pdf: 1956962 bytes, checksum: 292daeb2a3dd3064329cab5ef5659edd (MD5) Previous issue date: 2019 | en |
| dc.description.tableofcontents | 第一章 緒論 1
第二章 文獻回顧 6 第一節 員工建言 6 第二節 推敲可能性模式 20 第三節 建言策略與建言雙機制 24 第四節 主管的保守傾向作為推敲可能變項 27 第五節 研究模型 33 第三章 研究方法 35 第一節 研究樣本 35 第二節 研究程序 37 第三節 研究工具 38 第四節 分析策略 42 第四章 研究結果 47 第一節 初步分析 47 第二節 假設驗證 50 第五章 討論 57 第一節 結果討論 57 第二節 理論貢獻 60 第三節 實務貢獻 62 第四節 限制與展望 63 第五節 結論 68 參考文獻 69 附錄 86 附錄一 部屬問卷 86 附錄二 主管問卷 88 | |
| dc.language.iso | zh-TW | |
| dc.title | 以小駁大？部屬建言策略與主管反應：說服觀點 | zh_TW |
| dc.title | Subordinate's voice Tactics and supervisor's responses: Persuasive Perspective | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 107-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 鄭伯壎,張譯尹,簡忠仁 | |
| dc.subject.keyword | 建言策略,賞識建言,推敲可能性模型,心理保守論, | zh_TW |
| dc.subject.keyword | voice tactics,endorsement of voice,elaboration likelihood model,political conservatism, | en |
| dc.relation.page | 99 | |
| dc.identifier.doi | 10.6342/NTU201902243 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2019-08-02 | |
| 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 | |
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