部屬目標導向與上司知覺部屬忠誠、關係、及能力之關聯

部屬的能力、對上司的忠誠、及與上司的關係，是影響華人主管員工歸類及管理行為的三個重要準則，惟部屬具備何種特質較能贏得上司對其「忠誠、關係、及能力」的正面認知與評價呢？本研究應用目標導向理論，探討部屬的學習及表現導向與上司知覺「部屬忠誠、上司－部屬關係、部屬能力」的關聯，並以198組跨產業的上司－部屬配對樣本為問卷調查實證對象。迴歸分析結果顯示，上司對高學習導向部屬有較高的忠誠度及關係認知、較高的能力評價；對高表現導向部屬有較低的忠誠度認知及較低的能力評價，不過部屬的高學習導向能有效緩減上司對高表現導向的負面認知與評價。最後，本研究分別說明實徵結果的理論及管理涵意，並對未來研究提出建議。

關鍵字

目標導向；能力；對上司忠誠；上司－部屬關係

並列摘要

Subordinates' competence, loyalty, and guanxi are three important criteria affecting Chinese leaders' employee categorization and managerial behaviors. However, what kind of employee characteristics could assist subordinates to gain positive evaluations and perceptions from their supervisors? This study, applied the goal orientation theory, examines the relationships of subordinate's learning and performance goal orientation to supervisory perception of subordinate competence, loyalty to supervisor, and supervisor-subordinate guanxi. One hundred and ninety-eight supervisor-subordinate dyads across different industries in Taiwan were sampled as empirical subjects. The results from regression analysis indicate that subordinates with higher learning orientation were evaluated higher competence, and perceived higher loyalty to supervisors and guanxi by their supervisors. In contrast, subordinates with higher performance orientation were evaluated lower competence and perceived lower loyalty to supervisors by their supervisors. However, the negative relationships of performance orientation to perceived competence and loyalty to supervisors could be effectively mitigated by higher learning orientation. Finally, the theoretical and managerial implications were drawn based on the study findings, and recommendations for future researchers were made.