垂直人際信任對部屬工作績效之影響：上司家長式領導的角色

The Effect of Vertical Interpersonal Trust on Subordinates’ Job Performance: the Role of Supervisor’s Paternalistic Leadership

林姵君(Pei-Chun Lin)

指導教授 ： 陳嵩

崑山科技大學/商業管理學院/企業管理研究所/碩士(2011年)

https://doi.org/10.6828/KSU.2011.00041

摘要

在工作上積極投入的員工是企業最珍貴的資產，也是競爭優勢的來源之一。如何透過上司的有效領導，發展上司與部屬間的人際信任關係，進而激勵部屬在角色內及角色外行為（即組織公民行為）上投入更多心力，一直是學術界及企業界關注的焦點。然而，過去的人際信任研究多僅聚焦於部屬對上司的信任，少有研究探討上司對部屬的信任、或部屬知覺被上司信任是否會影響部屬的工作績效、是否會影響部屬與上司間的關係。本研究以上司--部屬間的人際信任為焦點，探討上司家長式領導（包括仁慈、德行及威權領導）、部屬「對上司的信任」、「知覺被上司信任」的關聯性，以及部屬「對上司的信任」、「知覺被上司信任」對部屬工作績效（包括角色內行為及組織公民行為）的個別及交互作用影響，並以246組配對的部屬及上司為問卷調查實證對象。結構方程模式分析結果顯示，(1)上司的仁慈及德行領導行為對部屬「對上司的信任」呈顯著正向影響、威權領導呈顯著負向影響；上司的仁慈領導行為亦會透過部屬「知覺被上司信任」間接影響部屬「對上司的信任」。(2)部屬對上司愈信任、部屬在角色內績效的表現愈佳。(3)部屬知覺被上司信任程度愈高、部屬「對上司的信任」對其組織公民行為的正向影響愈強烈；部屬對上司的信任程度愈高、部屬「知覺被上司信任」對其組織公民行為的正向影響亦愈強烈。最後研究者依據實證結果提出建議供企業主管參考。

關鍵字

垂直人際信任 ； 知覺被信任 ； 家長式領導 ； 工作績效

並列摘要

Employees wholeheartedly devoting to their job are not only the most precious property for business enterprises, but also a source of competitive advantage. Consequently, the successful management of employees is of central importance in determining the success of the firm. Understanding the way adopted by supervisors to develop interpersonal trust between supervisors and subordinates, and in turn motivate their subordinates to devote extra effort to in-role and extra-role behaviours has long been a topic of research interest to academicians and practitioners. However, precious research examining the effects of trust has focused predominantly on the relationships between subordinates’ trust in their supervisor and subsequent subordinate’s performance behaviors and job attitudes, little research has been done on whether trusting in subordinates or subordinates’ perceptions of being trusted will probably affect subordinates’ subsequent behaviors and the future relationship with supervisors. This study, with a focus on vertical interpersonal trust between supervisors and subordinates, examined the relationships of supervisors’ paternalistic leadership behavior (including benevolence, moral and authoritarianism leadership) to subordinates’ trust in and feeling trusted by their supervisors. Furthermore, we investigated the individual and interactive effects of trust in and feeling trusted by supervisors on subordinates’ job performance (including in-role performance and organizational citizenship behaviors). Two hundreds and forty-six supervisor-subordinate dyads from different industries in Taiwan were sampled as subjects. Results of structural equational modeling (SEM) indicated that supervisors’ benevolence and moral leadership had positively affected on subordinates’ trust in their supervisors, whereas authoritarianism leadership had negative effect on subordinates’ trust in their supervisors. The findings also show that the positive relationship between supervisors’ benevolence and subordinates’ trust in supervisors was mediated by subordinates’ feeling trusted by supervisors. In addition, SEM analysis showed that the positive relationships of subordinates’ trust in supervisors to OCBs were stronger when feeling trusted by supervisors is high. The findings also showed that the positive relationships of subordinates’ feeling trusted by supervisors to OCBs were stronger when trust in supervisors is high. Finally, managerial implications for managers and directions for future research are suggested.

並列關鍵字

vertical interpersonal trust ； felling trusted ； paternalistic leadership ； job performance

參考文獻

27. 謝曜駿(2010)，上司-部屬間人際信任的前因及對部屬組織公民行為的影響，崑山科技大學企業管理研究所碩士論文。

22. Dienesch, Richard M.(1987), An Empirical Investigation of the Relationship between Quality of Leader-Member Exchange and Subordinate Performance and Satisfaction, Ph. D Dissertation, Georgia Institute of Technology.

71. Organ, Dennis W. (1988), Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexington, MA: Lexington Books.

5. 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，第30期，頁65-115。

4. 吳宗祐(2008)，「主管威權領導與部屬的工作滿意度與組織承諾：信任的中介歷程與情緒智力的調節效果」，本土心理學研究，第30期，頁3-63。