員工利他/自利導向與建言行為/生涯成功的關係

The relationships between employees' altruism /self-interest oriented and voice behavior / career success

鄭仁偉(Jen-Wei Cheng) ； 郭智輝(Jyh-Huei Kuo) ； 袁梅玲(Mei-Ling Yuan) ； 陳春希(Chun-Hsi Vivian Chen) ； 許惠珊(Huei-Shan Shiu) ； 廖心瀅(Shin-Ying Liao)

《就業與勞動關係季刊》 4卷2期 (2014/10) Pp. 3-26

https://doi.org/10.6674/TWELRQ.201410_4(2).0001

摘要

本文有三個主要研究目的，首先，是探討影響員工建言行為的利他導向變數，如道德性領導，當責感，心理賦能及信任主管等變數，藉以瞭解正面善的力量，對員工建言的影響情形。其次，本研究探討自利導向下，印象管理戰術與員工建言行為之關係，並提出職涯主義，知覺組織政治氣氛對上述關係的調節效果，藉以瞭解自利的力量，對員工建言的影響情形。最後，本文探討員工建言行為與生涯成功的關係，是否取決在主管歸因部屬建言為利社會動機或自利的印象管理動機？本文是為進行理論先期探討，用以整合利他與自利導向變數，來解釋員工的建言行為與事業生涯成功的現象。本研究的學術貢獻為本研究係觀察在利他面與自利面的二項論點下，存有二個不同的力量，在共同影響著員工的建言行為及事業生涯成功表現。而這些力量是源自不同的理論、有不同的形成過程、有不同的作用處。研究結果，將可補充華人文化下的員工建言行為與生涯成功相關研究理論的不足。最後，本文亦會針對研究結果，提供實務與學術研究意涵及未來對員工建言行為學領域的研究方向。

關鍵字

道德性領導 ； 當責感 ； 心理賦能 ； 信任主管 ； 員工建言行為 ； 印象管理戰術 ； 職涯主義 ； 知覺組織政治氣氛 ； 生涯成功 ； 主管歸因利社會動機 ； 主管歸因印象管理動機

並列摘要

This research has three main purposes. First of all, this study plans to examine how altruism oriented variables (e.g. ethical leadership, felt accountability, psychological empowerment and trust in leader) evoke employees enraging in voice behavior. This study hopes to understand how ＂the forces of altruism＂ (altruism is the principle or practice of concern for the welfare of others.) to influence employees' voice behavior. Second, this study plans to discuss the relationship between self-interest oriented variable (i.e., impression management tactics) and employee voice behavior and the moderating roles of careerism and perceptions of organizational politics on the above relationship. This study hopes to understand how ＂the forces of self-interest＂ (self-interest generally refers to a focus on the needs or desires (interests) of oneself.) to influence employees' voice behavior. Finally, this study will discuss the relationship between employee voice behavior and career success, and the moderating roles of supervisor-attributed prosocial motives or impression management motives on the above relationship. This study contains a theoretical discussion to examine whether an altruism oriented, a self-interest oriented, or an integrated perspective more appropriately explains the impact of employees' voice behavior and employees' career success. The altruism and self-interest perspectives have been seen as different theoretical background, different formation process and have different managerial implications. But this study argues that altruism and self-interest forces are woven together to influence employee voice behavior and career success. This assertion leads to expectation that this study results can bridge the gap of the employee voice behavior and career success in the Chinese context. This study will conclude by offering practical and research implications for the findings, as well as a suggested direction for future research in the employee voice behavior field.

並列關鍵字

ethical leadership ； felt accountability ； trust in leader ； psychological empowerment ； voice behavior ； impression management ； organizational politics ； career success ； supervisor-attributed prosocial motives