愛罵人的主管好不好？ 探討不當督導氣候對團隊創新行為之影響

Are Abusive Leaders not Good for Team？ Exploring the Impact of Abusive Supervision Climate on Team Innovation Behavior

周盈岑(Chou Ying-Chen)

指導教授 ： 張敬珣

國立臺灣師範大學/科技與工程學院/科技應用與人力資源發展學系/碩士(2019年)

https://doi.org/10.6345/NTNU201900170

摘要

在亞洲文化中，上司不留情面的責備下屬是司空見慣的作為；根據過往的研究指出，不當督導不僅會影響個體自身，還可能會嵌入團隊的氣氛中，概念化為團隊氣候，從而影響整個群體。因此，本研究欲嘗試將不當督導研究擴展為團隊層面，並進一步以不當督導氣候進行研究。
本研究之目的在於了解不當督導氣候對團隊創新行為之影響，並以團隊衝突與同仇敵愾為中介變項進行探討。本研究採用問卷方式進行調查，而研究對象選擇以製造業中印刷及資料儲存媒體複製業、電力設備及配備製造業、電子零組件製造業、汽車及其零件製造業與電腦、電子產品及光學製品製造業等五大類之職場員工；共發放61個團隊，回收有效樣本29個團隊，計87份問卷，並利用敘述性統計、項目分析、探索性因素分析、團隊層次資料分析、信度分析、效度分析、相關分析、迴歸分析等統計方法來進行研究探討。同時，使用差異性分析來了解人口變項與企業特性對各構念之影響。
本研究之結果顯示不當督導氣候對團隊衝突具有正向影響；不當督導氣候對同仇敵愾無顯著影響；團隊衝突對團隊創新行為具有負向影響；同仇敵愾對團隊創新行為具有正向影響；團隊衝突在不當督導氣候與團隊創新行為間具有中介效果；而同仇敵愾在不當督導氣候與團隊創新行為間並無中介效果。

關鍵字

不當督導氣候 ； 團隊衝突 ； 同仇敵愾 ； 團隊創新行為

並列摘要

In Asian culture, it’s common to see leaders abuse their subordinates. According to the past research, abusive supervision not only affects the individual itself, but also affects the group. Therefore, this study focuses on team level and discusses consequence of abusive supervision climate.
This study aims to investigate the relationship between abusive supervision climate and team innovation behavior, and test the mediating effect of team conflict and against the common enemy. The study distributed questionnaires to 61 teams, and finally obtained 29 valid teams, including 87 subordinates. The study discussed by statistical analysis, item analysis, exploratory factor analysis, team level data analysis, reliability analysis, validity analysis, correlation analysis and regression analysis. This study also examines the influence of demographic and enterprise features on each construct.
The results show that H1, H3, H4 and H5 are supported in this study. Abusive supervision climate is significantly and positively related to team conflict. Abusive supervision climate is not significantly related to against the common enemy. Team conflict is significantly and negatively related to team innovation behavior. Against the common enemy is significantly and positively related to team innovation behavior. Team conflict mediates the relationship between abusive supervision climate and team innovation behavior. There is no mediating role of against the common enemy between abusive supervision climate and team innovation behavior.

並列關鍵字

abusive supervision climate ； team conflict ； against the common enemy ； team innovation behavior

參考文獻

林彥如、陳祐蓉、曾雯琦、周桂如（2007）。團體凝聚力的概念分析。護理雜誌，54（5），82-87。

James, L. R., Demaree, R. G., & Wolf, G. (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69(1), 85-98.

一、中文部分

王翊安、廖瑞原、林慧菁（2016）。探討不當督導對工作績效及工作家庭衝突的影響：勤勉性與合群性之干擾效果。人力資源管理學報，16（4）， 81-102。

朱志忠（2006）。跨部門團隊之團隊衝突的前因及影響－以校務資訊系統開發團隊為例。國立臺灣大學商學研究所，博士論文，未出版，台北市。