工作組織中的不當督導

Abusive Supervision in Work Organizations

劉秀慧(Hsiu-Hui Liu)

指導教授 ： 林鉦棽

國立屏東科技大學/管理學院/企業管理系所/碩士(2010年)

https://doi.org/10.6346/NPUST.2010.00099

摘要

本研究藉由廣氾的回顧與整合過去相關理論文獻，做為本研究的理論依據以及觀念性架構推論之基礎。不當督導及其影響過程之研究，在組織研究領域長期受到歡迎，而且持續引發研究者的注意，實值得吾人深入瞭解。本研究依循Tepper(2007)模型探討不當督導與工作績效、忠誠度、部屬個人與主管契合等後果變項的關係，以及核心自我價值對不當督導的預測效果，最後探討「知覺主管權力」對不當督導與後果變項之調節效果。本研究採用問卷調查方式，以國內37個公私部門為實證研究對象，共蒐集有效問卷413份，分別以描述性統計分析、信度分析、相關分析、複迴歸分析、層級迴歸分析等統計方法，對研究資料進行分析。經過本研究的分析歸納，期能在觀念上得到些許啟發，補充過去文獻之不足，並提供後續相關領域研究參考。研究結果發現：「核心自我價值」對不當督導呈顯著負向影響；不當督導對「工作績效」、「忠誠度」、「部屬個人與主管契合」呈顯著負向影響，並發現知覺主管權力對不當督導與「工作績效」、「忠誠度」、「部屬個人與主管契合」之間具有部分調節效果。最後本研究針對實證分析結果就管理意涵、相對應之管理對策、未來研究方向以及研究限制，提出具體簡要的說明。

關鍵字

不當督導 ； 工作場所敵意 ； 領導行為 ； 員工偏差行為

並列摘要

The paper broadly reviews and integrates the past theory literature to serve as the basis of theory and conceptual framework. Abusive supervision is an intangible force in organizations, the study of abusive supervision and its influence processes is very popular in organizational studies and continues to draw attention from researchers. Therefore, with regard to abusive supervision influence result, it is worthy of understanding in depth. This investigation uses the model proposed by Tepper et al., (2007) to study the relationships among the perceptions of abusive supervision with work performance, loyalty, person-supervisor fit, core self evaluations to abusive supervision were forecast. Understanding and the powers of leaders as moderators to influence abusive supervision & outcome variables were examined. The sample consisted of 413 employees selected from 37 diverse organization. The data were analyzed by applying statistical methods, including reliability analysis, correlation, regression and hierarchical regressin analysis. The major results of this study are as follows. This paper tried to discuss the topic that has been spare in the past from a full view and appropriately cleared a number of vague relations. The reasults show that core self evaluations were found have negative relationship with abusive supervision. Abusive supervision were found have negative relationship with work performance, loyalty, person-supervisor fit. Perceived of control serves as a partial moderator of the relationships between abusive supervision, work performance, loyalty, person-supervisor fit. Finally a concrete brief on the limitations of the study, further research direction in the future and how the study is related to management in the real world is resented.

並列關鍵字

abusive supervision ； workplace hostility ； leadership behavior ； employee deviance

參考文獻

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