- 期刊
知覺組織支持與員工工作結果－權力距離之調節效果
Perceived Organizational Support and Employee Outcome: The Moderating Effect of Power Distance
摘要
本研究探討知覺組織支持與員工工作成果（組織承諾、角色內任務績效、以及角色外組織公民行為）三種主效果的關聯性，並檢驗權力距離是否為知覺組織支持與員工工作成果的邊界條件。以服務業與製造業135對主管部屬配對資料樣本，同時採用多重資料來源跨期研究法，分別在三個不同時間點予以測量。研究發現知覺組織支持與員工工作成果具正相關，權力距離改變了知覺組織支持對工作成果的關係。權力距離調節知覺組織支持分別對組織承諾與任務績效之間的關係，這種關係在低權力距離呈現較強烈，從實務觀點而言，企業可採取相關具體措施來提升員工所知覺的組織支持，以提高個人任務績效與組織承諾的員工產出表現。
並列摘要
This study examined three main effects of perceived organizational support on organizational commitment, in-role task performance, and extra-role organizational citizenship behavior, respectively, and also examined the moderating effect of power distance on these generally well established relationships between perceived organizational support and work outcomes. Drawing on a cross-work unit sample of 135 supervisor-subordinate dyads from manufacture industry and service organization, we measured constructs with different sources in order to reduce the possibility of same source bias. To enhance the clarity of the causal relationship among variables of this present study, questionnaires were distributed at three time points. Results showed that power distance altered relationships of perceived organizational support on work outcomes, in that the relationship of perceived organizational support on organizational commitment and on task performance was stronger for individuals scoring low on power distance. From a practical standpoint, managers in manufacture industry and service organization that hope to increase employee task performance and organizational commitment could take actions to enhance employee's perceived organizational support.