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題名:探討調節焦點對旅館員工建言行為之影響:兼論權力距離、上司組織代表性之調節效果
作者:陳貫臺
作者(外文):Chen, Kuan-Tai
校院名稱:國立暨南國際大學
系所名稱:新興產業策略與發展博士學位學程
指導教授:戴有德
學位類別:博士
出版日期:2021
主題關鍵詞:調節焦點建言行為權力距離上司組織代表性regulatory focusvoice behaviorpower distancesupervisors’ organizational embodiment
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身為旅館的經營者要去思考,哪一類型的員工會主動提出服務缺失或改進的建言,根據人格與社會心理學之互動論觀點 (Interactionism perspective),行為是人格特質與情境因素相互作用所產生之結果。另外,調節焦點理論 (Regulatory focus theory) 指出員工會有不同的人格特質來達成目標;求成焦點 (Promotion focus) 和避敗焦點 (Prevention focus) 兩種類型。因此,本研究欲探討求成焦點/避敗焦點對於國際觀光旅館員工建言行為的影響,以及求成焦點和避敗焦點的影響力做比較。此外,本研究亦探討權力距離與上司組織代表性 (情境因素) 對於國際觀光旅館員工的求成焦點/避敗焦點 (人格因素) 與員工建言行為 (行為) 之間關係,是否扮演了調節效果的角色。本研究採用問卷調查法,針對國際觀光旅館員工與主管進行配對問卷。有效問卷為348 份 (87%),分析結果顯示調節焦點皆正向影響建言行為,另外,權力距離與上司組織代表性皆能調節求成/避敗焦點與建言行為之間的關係。最後根據研究結果提出管理意涵,同時也給予未來研究相關的建議與討論。
Hotel managers are supposed to consider the types of employees who are most likely to point out service failure and the suggestions for improvement. According to interactionism perspective, behavior is the interactive result of personality and situational factor. Also, employees achieve their goals through different personal traits, namely promotion focus and prevention focus. Therefore, the study intends to explore the impact of promotion focus/ prevention focus on the voice behavior of international tourist hotel employees, and meanwhile compare the influences of promotion focus and prevention focus. Moreover, the study explores as well whether power distance and supervisors’ organizational embodiment (Situational factors) serve as moderators in the relationship between promotion focus/ prevention focus (Personality factor) and employees’ voice behavior (Behavior). Questionnaire survey was adopted and questionnaires were distributed to employees and supervisors in international tourist hotel. The number of valid questionnaires was 348, and the valid questionnaire response rate was 87%. As is shown by analysis result, both Regulatory focuses will positively influence voice behavior. Also, both power distance and supervisors’ organizational embodiment can moderate the relationship between promotion focus/ prevention focus and employees’ voice behavior. Managerial implications are discussed following the findings of the study, and related advice for future research is also provided.
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