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博碩士論文 etd-0721115-175709 詳細資訊
Title page for etd-0721115-175709
論文名稱
Title
探討不當督導對職場偏差行為的關係: 以權力距離與關係修補為調節變項
The effect of abusive supervision on workplace deviance behavior: The moderate effect of power distance and relationship repair
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
56
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
2015-06-08
繳交日期
Date of Submission
2015-08-21
關鍵字
Keywords
關係修補、職場偏差行為、不當督導、權力距離
Relationship Repair, Abusive Supervision, Workplace Deviance Behavior, Power Distance
統計
Statistics
本論文已被瀏覽 5809 次,被下載 139
The thesis/dissertation has been browsed 5809 times, has been downloaded 139 times.
中文摘要
不當督導的管理方式普遍存在於職場環境中,不當督導會對員工造成工作不滿、績效下滑、身心壓力、甚至採取報復組織等的偏差行為,是企業與管理者所必須注意的管理課題。過去文獻研究指出不當督導會對員工職場偏差行為造成影響,為能更進一步探討哪些變項能調節彼此間的關係,本研究以不當督導為自變項,以職場偏差行為為依變項,進一步以權力距離與關係修補為調節變項,來檢驗權力距離與關係修補是否對不當督導與職場偏差行為間具有調節效果。

本研究採用問卷調查法,回收259份有效問卷,研究結果顯示
1. 不當督導對部屬的人際偏差行為與組織偏差行為有正向影響。
2. 主管與部屬之間的權力距離越高,越能減低部屬的人際偏差行為;但權力距離的高低,對於部屬的組織偏差行為無顯著調節效果。
3. 主管對部屬的關係修補程度越高,越能減低部屬的人際偏差行為;但關係修補的高低,對部屬的組織偏差行為無顯著調節效果。
Abstract
Abusive supervision is common management style in the workplace environment. Abusive supervision of staff would result in job dissatisfaction, performance decline, physical and psychological pressure, and even take revenge and other deviance behavior on organization. It is the management issues that the enterprise and manager must pay attention.
Past literature and research indicate that abusive supervision will affect employees’ deviance behavior in the workplace. For to understand what more variables to be able to adjust the relationship between them, abusive behavior of this study as the independent variable, the workplace deviance behavior as dependent variable, we explore the moderating effects on power distance and relationship repair to research.
This study uses questionnaires methods, 259 valid questionnaires were received. The results are summarized as follows:
1. Abusive supervision has a positive impact on subordinates’ interpersonal deviant behavior and organizational deviant behavior.
2. The higher power distance between supervisor and subordinates, the more reduce interpersonal deviant behavior; however, the level of power distance, to the subordinates’ organizational deviant behavior no significant moderating effect.
3. The higher relationship repair between supervisor and subordinates, the more reduce interpersonal deviant behavior; however, the level of power distance, to the subordinates’ organizational deviant behavior no significant moderating effect.
目次 Table of Contents
目錄
第一章 緒 論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 不當督導 4
第二節 職場偏差行為 5
第三節 權力距離 5
第四節 關係修補 6
第五節 不當督導與職場偏差行為間之關係 7
第六節 不當督導、職場偏差行為與權力距離之相關研究 8
第七節 不當督導、職場偏差行為與關係修補之相關研究 9
第三章 研究方法 10
第一節 研究架構與假設 10
第二節 研究變項定義與測量工具 11
第三節 研究樣本與資料蒐集 14
第四章 研究結果 15
第一節 描述性統計分析 15
第二節 因素分析 18
第三節 信度分析 23
第四節 相關係數分析 23
第五節 迴歸分析 26
第五章 結論與建議 33
第一節 研究結論 33
第二節 管理意涵 35
第三節 研究限制與建議 37

參考文獻 38
附錄 研究問卷 42
參考文獻 References
參考文獻
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