初探相對關係品質對部屬之內在影響機制：併論嫉羨感的中介效果

Investigating the relationship between Relative LMX, Envy, and Work Engagement

許境頤(Chin-Yi Shu) ； 羅珮宜(Pei-Yi Luo) ； 呂靜華(Ching-Hua Lu)

《致理學報》 36期 (2016/11) Pp. 83-126

摘要

直屬主管與部屬的關係品質決定了部屬的工作態度與行為，與主管之關係品質的感受是個人與參考團體比較後的結果。本研究以嫉羨理論模式與社會交易的觀點，探討RLMX對部屬之嫉羨感與敬業貢獻的影響，並以部屬的主動性人格為調節變項，探討其是否會影響嫉羨感與敬業貢獻的關係。本研究採問卷調查法，針對有直屬主管的工作者進行研究，有效問卷共計363份。階層回歸分析結果發現，低RLMX使部屬的嫉羨程度提高，進而使部屬的敬業貢獻降低。然嫉羨對敬業貢獻的負面影響會因部屬的主動性人格而調節。調節型中介檢定結果亦支持本研究的假設。

關鍵字

相對關係品質 ； 嫉羨感 ； 敬業貢獻 ； 主動性人格

並列摘要

The aim of this research is to investigate the relationship between relative LMX and work engagement, envy was used as a mediator between this relationships. The moderating effect of proactive personality between envy and work engagement was also investigated. 363 participants took part in this research. Regression analysis proved the mediating role of envy and moderating role of proactive personality between RLMX and work engagement. The moderating mediating effect was also tested in this research.

並列關鍵字

RLMX ； Envy ； Work Engagement ； Proactive Personality