華人效忠主管的概念分析與量表建構

姜定宇; 鄭伯壎; 鄭紀塋; 周麗芳

doi:10.6129/CJP.2007.4904.06

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P407 - 432

Social Sciences > Psychology

DOI： 10.6129/CJP

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華人效忠主管的概念分析與量表建構

Chinese Loyalty to Supervisor: Construct Analysis and Scale Development

姜定宇(Ding-Yu Jiang) ；鄭伯壎(Bor-Shuian Cheng) ；鄭紀塋(Chi-Ying Cheng) ；周麗芳(Li-Fang Zhou)

中華心理學刊； 49卷4期 (2007 / 12 / 01) ， P407 - 432

繁體中文 DOI： 10.6129/CJP.2007.4904.06

效忠主管；量表建構；建構效度；華人組織行為； Loyalty to supervisor ； Chinese Loyalty to Supervisor Scale ； reliability and validity ； and Chinese organizational behavior reliability and validity ； and Chinese organizational behavior

Abstract │ Reference (61) │ Times Cited (23) │ Altmetrics

Abstract 〈TOP〉

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Loyalty to supervisor is a prevalent but under-investigated phenomenon in Chinese organizations. One plausible reason for this is the lack of a reliable and valid measure of loyalty in the Chinese context. This study aims to develop a valid measure of Chinese loyalty to supervisor. In Study 1, we identify a four-dimension construct of loyalty to supervisor that consists of 11 sub-dimensions (factors) on the basis of loyalty literature. The four dimensions are: identification with supervisor, task assistance, obedience, and sacrifice for supervisor. In Study 2, a 40-item Chinese loyalty to supervisor scale was developed and examined by three independent samples. The results from exploratory and confirmatory factor analyses indicated that the 11-factor, 40-item scale could be reduced to a 6-factor, 21-item scale. The six factors are: identification with supervisor, internalization of the supervisor's values, initiative accommodation, task assistance, obedience, and sacrifice for supervisor. Results of reliability analyses indicated that the Chinese loyalty to supervisor scale is reliable and stable over time. Evidence that supports the criterion-related validity of Chinese loyalty to supervisor scale shows that Chinese loyalty to supervisor significantly associates with paternalistic leadership, job performance, extra-role performance, and supervisor trust in subordinate. This newly developed scale has theoretical and practical implications for future research on Chinese organizational behavior.

Reference ( 61 ) 〈TOP〉

姜定宇、鄭伯壎、任金剛、黃政瑋(2003)。組織忠誠：本土建構與測量。本土心理學研究，19，273-337。
連結：
樊景立、鄭伯壎(2000)。華人組織的家長式領導：一項文化觀點的分析。本土心理學研究，13，127-180。
連結：
鄭伯壎、周麗芳、樊景立(2000)。家長式領導量表：三元模式的建構與測量。本土心理學研究，14，3-64。
連結：
Allen, N. J.,Meyer, J. P.(1990).The measurement and antecedents of affective, continuance, and normative commitment to the organization.Journal of Occupational Psychology,63,1-18.
Axsom, D.,Cooper, J.(1985).Cognitive dissonance and psychotherapy: The role of effort justification in inducing weight loss.Journal of Experimental Social Psychology,21,149-160.

Times Cited ( 23 ) 〈TOP〉

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