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博碩士論文 etd-0105121-132103 詳細資訊
Title page for etd-0105121-132103
論文名稱
Title
員工只能服從主管的情緒勒索嗎?以領導者行為歸因理論探討員工對主管不同情緒勒索策略的行為回應、心理機制與干擾變數
Compliance Is Not the Only Way! Behaviors, Mechanisms and Moderator to Different Supervisor’s Emotional Blackmail Strategy: Attribution Theory of Leadership Perspective
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
53
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2021-01-28
繳交日期
Date of Submission
2021-02-05
關鍵字
Keywords
知覺主管權力、真誠歸因、員工報復行為、員工順從行為、主管情緒勒索、領導者行為歸因理論、操弄歸因
Compliance Behavior, Perceived Leader Power, Supervisor Emotional Blackmail, Attribution Theory of Leadership, Manipulative Attribution, Sincere Attribution, Retaliate Behavior
統計
Statistics
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中文摘要
主管情緒勒索議題在近年備受討論,而當部屬受到來自於主管的情緒勒索時,往往會造成許多負向影響。過往研究多在探討部屬產生害怕、責任感、愧疚感的情緒歷程,故此本研究以領導者行為歸因理論作為觀點,探索主管情緒勒索如何透過部屬的認知歷程 (操弄歸因、真誠歸因)作為中介,進而影響部屬後續行為。此外,本研究也納入知覺主管權力作為干擾變數,檢視其是否會干擾部屬對於主管情緒勒索行為意圖進行歸因導致後續行為的中介效果。
本研究採用問卷調查法方式,廣泛收集不同產業別之部屬做為研究對象,並使用不同時間段 (相隔兩週)的方式進行問卷搜集,一共回收361份有效兩階段問卷。本研究發現:一、主管使用恐嚇施壓行為,會透過提升部屬做出操弄歸因,進而提升順服行為;也會透過降低部屬做出真誠歸因,提升報復行為;二、主管採以人情誘哄行為,會經由提升部屬做出操弄歸因,而後提升順服行為;也會經由降低部屬做出真誠歸因,提升後續報復行為;三、知覺主管權力越大時,越會加強主管使用恐嚇施壓行為,提升部屬操弄歸因,進而順從主管的中介效果,也會加強主管使用人情誘哄行為時,部屬做出負向真誠歸因,進而報復主管的中介效果。
Abstract
Supervisor emotional blackmail has been widely discussed in recent year. It tended to cause many negative impacts when subordinates received these blackmails. Former research mainly focused on the emotional process of fear, obligation and guilt. However, based on attribution theory of leadership, we examined how supervisor emotional blackmail impacted on subordinate’s behaviors by mediating effect of manipulative attribution and sincere attribution. Moderating effect of perceived supervisor power was also been conducted in this research.
Data was collected from various industries and the sample was composed of 361 employees by two stage questionnaires. The results indicated that: (1) Both Supervisor’s threat and deception will positively predict subordinate’s compliance by increasing manipulative attribution and positively predict retaliate behavior through decreasing sincere attribution; (2) Perceived leader power will moderate the mediating effect of manipulative attribution in the relationship of supervisor’s threat to subordinate’s compliance, and the mediating effect of negative sincere attribution in the relationship of supervisor’s deception to subordinate’s retaliate behavior.
目次 Table of Contents
論文審定書 I
摘要 II
ABSTRACT III
目錄 IV
圖次 V
表次 VI
第一章 緒論 1
第二章 文獻回顧 6
第一節 主管恐嚇施壓策略與部屬行為反應:操弄與真誠歸因之中介效果 6
第二節 主管人情誘哄策略與部屬行為反應:操弄與真誠歸因之中介效果 9
第三章 研究方法 14
第一節 研究流程與研究樣本 14
第二節 研究工具 16
第三節 資料分析方法 17
第四章 研究結果 18
第一節 敘述統計及相關係數 18
第二節 驗證性因素分析 19
第三節 主管恐嚇施壓策略與部屬行為反應:操弄與真誠歸因之中介效果檢定 20
第四節 主管人情誘哄策略與部屬行為反應:操弄與真誠歸因之中介效果檢定 22
第五節 知覺主管權力之干擾式中介效果假設檢定 24
第五章 結果討論 28
第一節 研究結果 28
第二節 理論貢獻 28
第三節 管理意涵與實務 32
第四節 研究限制 33
第五節 未來研究建議 34
參考文獻 35
附錄 42
參考文獻 References
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