員工知覺情感信任、主管任務相依度及員工創新行為之關係

The Relationships among Employees’ Perceived Affective Trust, Leaders’ Task Interdependence, and Employees’ Innovative Behaviors

黃小恬(Hsiao-Tien Huang)

指導教授 ： 蔡啓通

國立彰化師範大學/技術及職業教育學院/人力資源管理研究所/碩士(2017年)

摘要

過去研究中，許多學者肯定員工對主管信任所造成之關係。是以，本研究欲從員工受到主管信任之角度(McGregor, 1960)，探討情感信任與創新行為之關係。回顧文獻，多半探討員工層面，因此本研究將與主管互動納入探討，以主管層面之任務相依度作為中介變項，欲進一步由領導風格探討其行為所產生的調節效果。
本研究以實務工作者為研究對象，採立意抽樣法發放主管部屬配對問卷，總計發放518份，有效問卷329份。研究發現：(1)情感信任會正向預測創新行為之關係；(2)任務相依度會中介「情感信任與創新行為」之關係；(3)指導式領導會調節「情感信任與任務相依度」之正向關係；(4)指導式領導會調節「情感信任與創新行為」之正向間接關係（透過任務相依度）。
最後，本研究依據研究結果提出管理意涵，以提供後續研究者未來研究參考方向。(1)提高主管對員工之情感信任，以提升員工創新行為(2)提升主管對員工之情感信任，以提高主管的任務相依度，進而促進員工創新行為。(3)主管展現指導式領導，強化主管對員工的情感信任，以期增強主管任務相依度。(4)整體管理實務而言，主管積極展現指導式領導，以強化主管對員工之情感信任、主管任務相依度、創新行為之歷程。

關鍵字

情感信任 ； 任務相依度 ； 創新行為 ； 指導式領導

並列摘要

In the previous studies, many researchers believed that employees result in trust to their supervisor. Therefore, the study from supervisor point of view of trust of employees (McGregor, 1960), aims to know the relationship between affective trust and innovative behavior. By reviewing studies, many of these discussed employee levels, so we take interaction with supervisors into this study, taken task interdependence as the mediate variable of supervisor levels. Furthermore, from the leadership style explored their behaviors result in the moderating effect.
In this study, of all the 329 field data from practitioners, the findings revealed that (1) affective trust has a positive effect on the relationship of innovative behavior; (2) the mediating effect of task interdependence on the relationship between affective trust and innovative behavior; (3) directive leadership the moderate has a positive effect on the relationship between affective trust and task interdependence; (4) the moderated-mediation model effect of directive leadership on the relationship between affective trust and innovative behavior.
Finally, according to the result of this study, put forward to theoretical implications and future researchers are discussed at the end of this research. (1) Supervisor increasing affective trust in employees, enhancing employees’ innovative behavior. (2) Supervisor increasing affective trust in employees, in order to promote task interdependence, and employees enhancing innovative behavior. (3) The directive leadership of supervisor that strong affective trust in employees, in order to promote task interdependence. (4) In terms of theoretical implications, supervisor shows that directive leadership, in order to strong affective trust in employees, supervisor's task interdependence, and the process of innovative behavior.

並列關鍵字

affective trust ； task interdependence ； innovative behavior ； directive leadership

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