探討不當督導、工作不安全感與印象管理行為之關係:組織政治知覺之調節效果

The moderating effect of perception of organization politics in the relationship of abusive supervision，job insecurity，and impression management

陳雅惠(Ya-Hui Chen)

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(2020年)

https://doi.org/10.6346/NPUST202000117

摘要

主管不當督導方式，易使員工感受到心理壓力而造成低工作安全感，甚至無意留在組織奉獻並產生退縮行為。若員工因礙於經濟依賴而無法離開工作，為讓主管對自己減少不當督導頻率或印象改觀，員工可能會採取印象管理行為來確保自身利益。本研究收集相關學者文獻回顧，做為本研究的理論依據，探討不當督導對印象管理行為是否有顯著之影響並進一步探究工作不安全感的中介效果，以及組織政治知覺的調節效果。
本研究採用電子問卷調查方式，不限產業別採便利抽樣，共發出295 份問卷，回收有效問卷為 295份，資料分析採用描述性統計、信度分析、相關分析、迴歸分析、階層迴歸分析。研究結果發現：主管不當督導對於工作不安全感具有顯著正向影響；主管不當督導對部屬印象管理行為不顯著；工作不安全感對不當督導與部屬印象管理行為間也無中介效果；組織政治知覺對主管不當督導與部屬印象管理之間具有調節的顯著負相關；組織政治知覺對主管不當督導與工作不安全感之間則無調節效果。此驗證結果與假設預期有些差異，值得深入探討其中變化因素，最後，針對研究結果，提出管理意涵與後續研究限制與建議。

關鍵字

不當督導 ； 印象管理行為 ； 工作不安全感 ； 組織政治知覺

並列摘要

Abusive supervision by supervisors would causes employees under psychological pressure and producing job insecurity. And this behavior even causes employee resigning contributes to the organization and withdrawing from advancing. If employees cannot quit his job because of economic dependence, they may adopt impression management to ensure their own benefits in order to make supervisors to reduce their abusive supervision frequency or improve their impressions. This research collects relevant scholars' literature review as the theoretical basis to explore whether abusive supervision has a significant effect on impression management behavior, and further explore the mediating effect of job insecurity and the effect of organizational political perception.
This study uses an electronic questionnaire survey method, which is convenient for sampling regardless of industry. A total of 295 questionnaires were sent out, and 295 valid questionnaires were collected. Data were analyzed using descriptive statistics, reliability analysis, correlation analysis, regression analysis, and hierarchical regression analysis.
The results of the study found that: abusive supervision by supervisors has a significant positive impact on job insecurity; abusive supervision by supervisors has no significant effect on subordinate impression management behavior; there is no mediating effect between job insecurity on abusive supervision and subordinate impression management; there is a significant negative correlation between abusive supervision by supervisors and subordinate impression management; organizational political perception has no moderating effect on abusive supervision by supervisors and a sense of job insecurity.Finally, according to the research results, management implications and follow-up research restrictions and suggestions are proposed.

並列關鍵字

abusive supervision ； impression management behavior ； job insecurity ； perception of organizational politics

參考文獻

Lee, F., Edmondson, A. C., Thomke, S., & Worline, M. 2004. The mixed effects of inconsistency on experimentation in organizations. Organization Science, 15: 310-326. doi:10.1287/orsc.1040.0076

一、 中文部分：

尹宏倫(2008)。「員工之組織政治知覺、信任、組織正義與組織公民行為之關聯性研究─以某企業與某私立大學為例」。淡江大學會計學系碩士論文

朱樂恆(2012)。「海軍空勤人員工作不安全感、組織承諾、離職傾向之關聯性研究－以個人與家庭特性為調節變項」。國立成功大學企業管理研究所在職專班碩士論文。

吳宗祐、周麗芳、鄭伯壎(2008)。「主管的權威取向及其對部屬順從與畏懼的知覺對威權領導的預測效果」。本土心理學研究，30期， P65 – 115。