本研究的目的是運用後設分析的方法探討主管偏私自己人對部屬不同層面的組織行為之相對效果,以及這些效果對自己人和外人部屬是否有所不同。偏私自己人在華人社會,尤其是企業組織裡,是一個普遍的現象。主管偏私自己人對部屬的組織行為之影響已累積相當成果,探討的影響效果包括:組織承諾、組織公民行為(組織層面);主管忠誠、主管信任、主管滿意(主管層面);工作績效、工作滿意(工作層面);離職傾向、政治行為、職場偏差行為(負向工作行為層面);及程序正義、分配正義(公平正義)。本研究搜尋「中華民國期刊論文索引影像系統」、「台灣碩博士論文知識加值系統」、「華藝線上圖書館」、「ProQuest」、「EBSCO」及「google學術搜尋」等資料庫,收集1991年到2015年1月的相關研究,最終有47篇研究符合納入標準。結果發現:(1)主管偏私自己人對部屬的組織行為整體的效果為中度(r=0.30),它對組織行為各層面的效果依序為主管層面(r=0.55)、公平正義層面(r=0.44)、工作層面(r=0.31)、組織層面(r=0.25)、負向工作行為層面 (r=-0.13)。(2)主管偏私自己人對部屬組織行為各層面的效果不會受自己人和外人部屬所調節。(3)研究的發表狀態及發表類型、參與者的年齡及教育程度為主管偏私自己人對部屬的組織行為整體效果之調節因子。最後根據後設分析的結果對未來研究方向及管理實務提出建議。
The study aimed to conduct a meta-analysis to examine the relative effects of supervisors’ ingroup favoritism on subordinates’ organizational behaviors, and whether these effects were moderated by ingroup and outgroup subordinates. Supervisors’ ingroup favoritism is a common phenomenon in the Chinese society, especially in business organizations. A considerable body of research has accumulated examining the effects of supervisors’ ingroup favoritism on subordinates’ organizational behaviors, including organizational commitment and organizational citizenship behaviors (organization aspects); supervisory commitment, trust in supervisor and supervisor satisfaction (supervisor aspects); job performance and job satisfaction (work aspects); turnover intention, political behaviors and workplace deviance behaviors (negative work behavior aspects); procedural justice and distributive justice (justice aspects). A systematic search of databases was conducted via computer access to Index to Taiwan periodical literature system, National Digital Library of Theses and Dissertations in Taiwan, Airiti Library, ProQuest, EBSCO and Google Scholar. 47 studies from 1991 to January 2015, totaling 14,683 participants, met inclusion criteria. The findings were as follows: (1) Supervisors’ ingroup favoritism was found to be correlated with organizational behaviors overall, with the primary omnibus effect size (r=0.29) in the small to moderate range. The mean effect sizes of the supervisor, justice, work, organization and negative work behavior aspects were 0.55, 0.44, 0.31, 0.25 and -0.14, respectively. (2) The effects of supervisors’ ingroup favoritism on the above five aspects of organizational behaviors were not moderated by ingroup and outgroup subordinates. (3) Participants’ age and educational levels moderated the effects of supervisors’ ingroup favoritism on subordinates’ organizational behaviors. Findings from published and unpublished studies and from journal articles and theses/dissertations were not always in agreement. Some suggestions for future research directions and management practices were concluded.
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