在全球化趨勢的影響下,許多企業組織都開始邁向國際化。而在一個國際化的企業中,要如何有效的領導並管理不同文化的員工,遂成為組織管理領域中的一個重要課題。過去學者發現,領導的內容是鑲嵌在文化之下,隨著文化的不同,其內涵及效能會有所不同。因此,本研究試圖瞭解在華人組織中,當主管表現出專權或威信兩種不同威權領導行為時,對員工負向工作態度(離職意圖、員工犬儒主義)及職場偏差行為的影響。同時,並以員工政治知覺的角度,來看其中的心理機制。本研究採用便利性取樣的問卷調查方式來收集資料,受試者為一般企業的員工,總共回收有效問卷348筆資料。本研究的結果發現:(1)當主管表現出威權領導行為時,會使員工產生政治知覺。(2)員工的政治知覺會影響員工犬儒主義、離職意圖及職場偏差行為的展現,即員工政治知覺的程度越高,會產生較高程度的犬儒主義、離職意圖及職場偏差行為。(3)在迴歸分析中,員工政治知覺會完全中介專權領導與離職意圖及職場偏差行為之關係,而威信領導則無此效果。另一方面,員工政治知覺中介專權及威信領導與員工犬儒主義之關係亦獲得部分支持。(4)從整體結構模型中可知,專權領導會透過員工政治知覺來影響員工的犬儒主義、離職意圖及職場偏差行為的產生,而威信領導則無此影響效果。最後,根據本研究的結果進行討論,並且進一步說明管理上的意涵、未來研究方向及限制。
With the trend of globalization, many organizations begin to stride toward the internationalization. In the field of organization management, how a management in an internationalized enterprise to lead and manage the employees of various culture effectively, is an important topic. The early researches, indicates that the leadership was relevant to the culture, and with the difference of culture, its intension and efficiency will be different to some extent. Therefore, this research attempts to understand how the supervisor behave two kinds of different authoritarian leadership(AL) behavior, people-related or task-related, affects employees’ negative attitudes(turnover intentions & employee cynicism) and workplace deviance behaviors(WDB) in Chinese organizations. And we try to find the psychological process of political perceptions on AL and outcomes. The study adopted the convenient sampling, and the participants are from ordinary firms and 348 of them are valid sample. The research findings are: (1) When the supervisor demonstrates AL behavior, it definitely would affect the generation of political perceptions. (2) Employees’ political perceptions would affect the representation of employee cynicism, turnover intention, & WDB, that is, when employees had more political perceptions, they would be more cynic, turnover intention, & WDB. (3) Regardless of regression analysis, people-related AL would affect turnover intentions and WDBs through the mediate effect of employee political perception, but the task-related AL haven’t such effect. On the other hand, the mediate effect of political perception between the two kinds of AL and employee cynicism was partly supported. (4) From structure equation modeling, employee political perceptions mediated the relationships among people-related AL, employee cynicism, turnover intentions and WDBs. Finally, according to the results, we will have further discussion and description of the content of management, future research direction and limitation of this study.
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