不當督導如何影響員工建言：心理安全、建設性變革責任感之中介效果

How Does Abusive Supervision Influence Employee Voice Behavior? The Mediating Effects of Psychological Safety and Felt Obligation for Constructive Change

何瑞枝(Jui-Chih Ho) ； 蔡啟通(Chi-Tung Tsai)

《管理學術研討會》 第十六屆 (2018/11) Pp. 533-542

https://doi.org/10.29893/NCUTMAN.201811.0059

摘要

不當督導是一種「領導的黑暗面」，會直接衝擊員工的工作態度、表現與組織效能。本研究採用社會資訊處理理論的觀點，提出一個中介模式，探討心理安全、建設性變革責任感在不當督導與員工建言行為間的中介機制。本研究採用配對樣本的方式進行問卷調查，以結構方程模式進行路徑分析。本研究結果顯示：（1）不當督導負向影響員工建言行為；（2）不當督導會經由員工心理安全負向影響員工建言行為；（3）不當督導會經由員工建設性變革責任感負向影響員工建言行為。本研究提出研究結論與管理意涵之討論。

關鍵字

不當督導 ； 建言行為 ； 心理安全 ； 建設性變革責任感

並列摘要

Abusive supervision is the dark side of leadership that directly impacts employees' work attitude, job performance, and organizational performance. This study proposed a mediation model based on social information processing theory to investigate the mediating mechanism of psychological safety and felt obligation for constructive change in the relationship between abusive supervision and employee voice behavior. Subjects in this study were 275 dyads of supervisors and employees from the high-tech industries in Taiwan. Structural Equation Modeling was employed to test the hypotheses. Findings showed that: (1) supervisors' abusive supervision was negatively related to employees' voice behavior. (2) employees' psychological safety mediated the negative relationship between supervisors' abusive supervision and employees' voice behavior. (3) employees' felt obligation for constructive change mediated the negative relationship between supervisors' abusive supervision and employees' voice behavior. The theoretical and practical implications are also discussed.

並列關鍵字

Abusive supervision ； voice behavior ； psychological safety ； felt obligation for constructive change