差序式領導與爭寵行為

Differential Leadership and Strive For Favor

黃國展(Kuo-Chan Huang)

指導教授 ： 姜定宇

國立中正大學/社會科學院/心理學系/碩士(2014年)

摘要

近期研究指出華人企業組織中，領導者有著差序式的領導風格，而會對自己人部屬會有較多偏私對待。這一獨特的領導風格，可能是華人企業員工表現出爭寵的促進條件。然而目前對於員工爭寵行為僅止於質性研究，於是本研究將依據現有研究成果，編製出測量題項，並以問卷調查的方式，探討差序式領導與爭寵的關係，並瞭解員工爭寵與工作績效與組織認同等員工效能變項的關聯性。本研究蒐集台灣企業組織中56個工作團隊資料，包含團隊成員共218人。研究結果顯示，1.爭寵行為包含四個向度，附和表現、奉承服勞、攻擊排擠、拉攏外人；2.員工對主管的喜愛對於差序式領導與員工附和表現行為有正向調節效果，當員工愈喜歡主管時，員工附和主管及盡力表現的程度也越高；3.權力動機對於差序式領導與員工附和表現、攻擊排擠的行為有正向調節效果，當員工權力動機越高時，員工附和主管及盡力表現、攻擊及排擠同事的程度也越高；4. 附和表現對於工作滿意與組織認同有正向影響；5.奉承服勞對於工作滿意、工作績效及組織認同有正向影響；6.攻擊排擠對於工作滿意、組織認同有負向影響、離職傾向則有正向影響。最後，針對本研究的主要貢獻與研究限制進行討論，並提出未來研究方向與管理實務意涵。

關鍵字

員工效能 ； 喜愛 ； 權力動機 ； 差序式領導 ； 爭寵

並列摘要

Recent research has indicated that leaders with differential leadership in the Chinese organization would favor the ingroup members more. This special leadership may result in Chinese employee strive for supervisor’s favor. However, the research about strive for favor was limited. There was only one qualitative research that investigated strive for favor in Taiwanese organizations. Therefore, by developing the measurement of strive for favor, this study investigated the relation between differential leadership, strive for favor, and employee effectiveness The studied sample consisted of 56 work groups from different enterprises in Taiwan, which emcompased 218 employees. The analytic results showed：1. Strive for favor include four dimensions, include chime in with the supervisor, flattery, exclusion insiders, rope the outsiders in; 2. The relation between differential leadership and employee’s chime in with the supervisor were moderated by liking; 3. The relation between differential leadership and employee’s chime in with the supervisor and exclusion insiders were moderated by power motive; 4. Chime in with the supervisor was positive associated with job satisfaction and organizational identification; 5. Flattery was positive associated with job satisfaction, job performance and organizational identification; 6. Exclusion outsiders was negative associated with job satisfaction and organizational identification, positive associated with turnover intention. Finally, the contributions and limitations are discussed, and the suggestions and managerial practices are provided for future research.

並列關鍵字

employee effectiveness ； liking ； power motive ； strive for favor ； differential leadership

參考文獻

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