自戀型人格對建言行為之影響-以領導成員交換關係為調節變數

現今，由於社會生活條件和品質的上升以及經濟無虞的家庭環境，容易因為高度關照而導致千禧世代的人們形成自戀型人格。隨著八零後與九零後逐步成為當今職場之主力軍，自戀型人格往往會採取主動行為來表現自己，建言行為就是職場中常見的主動行為之一。然而，建言行為是勇於挑戰現況並提出建設性意見，人們需要評估環境是否有利於該行為的發生，並且承擔建言行為的風險。其中，領導者與成員的互動關係品質，就可能是員工考量的環境條件之一，因此領導者以何種關係與自戀型人格相處才能使其建言行爲朝著正向發展，將成爲當務之急。本研究欲探討在職場中，自戀型人格對建言行為之影響，以脆弱型自戀人格和自大型自戀人格作為研究觀點，並以領導成員交換關係作為情境因子，探討其在自戀型人格對建言行為之影響中是否能起到調節作用。本研究採用網絡問卷調查方式，透過時間間隔法針對兩岸地區的八零與九零後職場工作者進行便利抽樣蒐集統計資料，第一次有效回收305份，其中包含大陸210份與台灣95份；第二次有效回收193份問卷，其中包含大陸150份，台灣43份，整體有效回收率為81.64%。本研究以樣本資料進行統計分析，結果顯示(1)脆弱型自戀人格對抑制性建言行為有正面影響；(2)自大型自戀人格對促進性建言行為有正面影響；(3)領導成員交換關係在脆弱型自戀人格與抑制性建言行為之關係中具有正向調節效果。本研究依據統計結果提出管理意涵與實務建議，首先是主管應了解自戀人格的類型並能區分員工屬性；其次，是主管應清晰地認識到抑制性與促進性建言之區別與效用；最後，本研究建議主管可以領導成員交換關係為槓桿，以強化具備脆弱型自戀人格之職場工作者，使其更多地表現抑制性建言行為。

關鍵字

自戀型人格；建言行為；領導成員交換關係

並列摘要

The improvement of living conditions and quality in today's society, as well as the economically stable family environment, highly concern from parents can easily lead to the formation of narcissistic personality among millennials. As the post-80s and post-90s gradually become the mainly workforce in today's workplace, narcissistic personalities often take the initial behaviors to express themselves, such as voice behavior is one of the common proactive behaviors in the workplace. However, voice behavior is the courage to challenge the status quo and put forward constructive opinions. People need to evaluate whether the environment is conducive to the occurrence of this behavior and take the risk of voice behavior. Among them, the quality of the interactive relationship between the leader and the members may be one of the environmental conditions considered by employees. Therefore, what kind of relationship does the leader have with the narcissistic personality so that the voice behavior can be triggered positively, which become a priority issue need to be discuss. This study intends to explore the influence of narcissistic personality on voice behavior in the workplace, taking vulnerable narcissistic personality and grandiose narcissistic personality as the research point of view, and taking the leader-member exchange relationship as a situational factor to explore the influence of narcissistic personality on voice behavior. This study adopts an online questionnaire survey and conducted convenient sampling by two-time interval method toward office workers born in the 1980s and 1990s in China and Taiwan areas. For the first time, 305 valid cases were collected, including 210 cases from China and 95 cases from Taiwan; for the second time, 193 valid cases were collected, including 150 cases from China and 43 cases from Taiwan. The overall valid return rate was 81.64%. The results showed that (1) vulnerable narcissistic personality has a positive impact on prohibitive voice behavior; (2) grandiose narcissistic personality has a positive effect on promotive voice behavior; (3) leader-member exchange has a positive moderating effect on the relationship between vulnerable narcissism and prohibitive voice behavior. Based on the statistical results, this study puts forward management implications and practical suggestions. First, supervisors should understand the types of narcissistic personality and be able to distinguish employee attributes; Second, supervisors should clearly understand the difference and effectiveness of prohibitive voice and promotive voice; Finally, supervisors can use the leader-member exchange relationship as a lever to strengthen employees who belongs to vulnerable narcissistic personalities, which improve them show more prohibitive voice behaviors.