不當督導對情感性承諾、建言行為與情緒耗竭之研究 ─以組織自尊為中介變項

The Study on the Relationships among Abusive Supervision, Affective Commitment, Voice and Emotional Exhaustion: The Mediating Effects of Organization-Based Self-Esteem

錢美婷(Mei-Ting Chien)

指導教授 ： 黃良志

國立中正大學/社會科學院/勞工關係學研究所/碩士(2015年)

摘要

不當督導在組織中屬於一隱性不易被發覺之議題，然而其對於組織卻具有最直接的負面影響（如員工因主管不當督導而產生之負面工作態度、工作行為與工作績效）。
而組織自尊作為一個正向心理資源，本研究期能透過組織自尊影響不當督導與員工情感性承諾、建言行為、情緒耗竭之關係，並藉由驗證上述關係後，讓企業瞭解不當督導行為會對組織和員工造成何種傷害，進而開始重視組織內該行為，並提供如何有效預防以及改善之建議。
本研究以高科技產業員工為研究對象，因不當督導是部屬「知覺」主管對其有敵意的語言性或非語言性行為的感知程度，因此，樣本皆為在職且有直屬主管者。本研究最後回收共252份有效問卷，經統計分析後歸納出下列結論：
一、主管「不當督導」對部屬「組織自尊」、「情感性承諾」、「建言行為」有顯著負向影響。
二、主管「不當督導」對部屬「情緒耗竭」有顯著正向影響。
三、部屬「組織自尊」對「情感性承諾」、「建言行為」有顯著正向影響。
四、部屬「組織自尊」對「情緒耗竭」有顯著負向影響。
五、部屬「組織自尊」在主管「不當督導」與「情感性承諾」、「建言行為」、「情緒耗竭」間，具顯著中介效果。

關鍵字

情緒耗竭 ； 建言行為 ； 情感性承諾 ； 組織自尊 ； 不當督導

並列摘要

Abusive supervision is a phenomenon which can’t be easily noticed within an organization; however, it impacts on employees most directly and negatively (for example: abusive supervision may lead bad working attitude, behavior, and performance.).
In this study, it is expected that the relationships between abusive supervision, employees affective commitment, voice behavior, and emotional exhaustion can be affected by using organization-based self-esteem as a positive psychological resource. After the relationships above are verified, the management will know the negative influence of abusive supervision on the organization and employees and begin to pay attention to this kind of organizational behavior, and provide effectively prevention and improvement.
The subjects of this study are employees in high-tech industry. Abusive supervision is in relation to a subordinate’s perception of hostile level from his/her direct manager either verbally or non-verbally; the samples are collected from employees who are currently employed and work under their own mangers. Last but not least, this study was done by a statistical analysis and was based on a total of 252 valid questionnaires.

Followings are summaries of this study:

1.Abusive supervision has partially significant negative effects on organization-based self-esteem, affective commitment and voice.
2.Abusive supervision has partially significant positive effects on emotional exhaustion.
3.Organization-based self-esteem has partially significant positive effects on affective commitment and voice.
4.Organization-based self-esteem has partially significant negative effects on emotional exhaustion.
5.Organization-based self-esteem has mediation effect abusive supervision among affective commitment, voice and emotional exhaustion.

並列關鍵字

abusive supervision ； voice ； affective commitment ； organization-based self-esteem ； emotional exhaustion

參考文獻

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