建言或諫言？探討員工正、負向心情與建言行為的關係：轉換型與交易型領導的干擾效果_

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題名：	建言或諫言？探討員工正、負向心情與建言行為的關係：轉換型與交易型領導的干擾效果
書刊名：	管理學報
作者：	紀乃文／石蕙菱／郭智涵
作者(外文)：	Chi, Nai-wen／Shih, Huei-lin／Kuo, Jason
出版日期：	2015
卷期：	32:1
頁次：	頁43-68
主題關鍵詞：	建言行為；工作心情；轉換型領導；交易型領導；Voice behavior；Mood at work；Transformational leadership；Transactional leadership
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(10) 博士論文(2) 專書(0) 專書論文(0) 排除自我引用:9 共同引用:23 點閱:93

本研究以「心情－資訊模式」（mood-as-information）（Schwarz, 1990）做為理論基礎，以探討員工於工作時的正、負向心情與其促進性／預防性建言行為的關係、並進一步探討主管的轉換型與交易型領導，是否會干擾員工工作心情與建言行為的關係。為驗證本研究提出的假設，本研究分別以兩個研究分別檢視之。在研究一，本研究以配對問卷的方式，分兩個時間點，自210位跨產業、職位的一般員工及其主管收集資料。階層迴歸分析的結果發現，員工正向心情與促進性建言呈正向關係、而負向心情則與預防性建言呈正向關係。在研究二中，同樣以配對問卷的方式，資料收集自32個團隊，共158位高科技研發人員與其團隊主管，並以階層線性模式分析，檢視工作心情與建言行為的關係、以及轉換型與交易型領導的跨層次干擾效果。結果發現，員工正向心情與促進性建言仍呈顯著正向關係，而主管的轉換型領導會減弱員工正、負向心情與建言行為的正向關係；反之，主管的交易型領導（權變獎酬）則會強化正、負向心情與建言行為的正向關係。本研究亦針對本文的理論貢獻與管理意涵，加以討論之。

以文找文

Drawing on the mood-as-information theory, the present study examines the relationships between employees' positive/negative mood and their promotive/prohibitive voice, and the moderating effects of transformational and transactional leadership on these relationships. To test these hypotheses, two studies are conducted to investigate the proposed relationships. In Study 1, the sample was collected from 210 employee-supervisor pairs at two different time points from different industries and positions. As expected, the results of hierarchical regression analyses showed that employees' positive mood positively predicted their promotive voice behavior, and negative mood positively associated with prohibitive voice behaviors. In Study 2, the sample was also collected from 158 research and development technicians and their team managers from 32 teams in 10 high-tech firms. To explore the cross-level moderating effects of transformational and transactional leadership on the mood-voice relationships, the hierarchical linear modeling analysis was conducted to test the hypotheses. Consistent with our expectation, the results indicated that employee positive mood positively predict promotive voice. In addition, the contingent reward dimension of transactional leadership strengthens the positive relationships between positive/negative mood and employee voice behaviors. However, it is surprising that transformational leadership attenuated the positive effects of employees' work mood on their voices. Theoretical and practical implications of the findings are also discussed.

以文找文

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3.	團隊外顯與內隱協調於團隊活動之中介角色：量表發展與實證
4.	轉換型領導、交易型領導與工作績效關係之研究－以自我效能為中介效果
5.	領導與不當督導關係之研究
6.	體育相關科系學生未來工作自我顯著與前瞻性生涯行為之相關研究：論調控焦點之個人傾向效果
7.	國民小學行政人員與校長長期導向的夥伴關係之研究
8.	領導型態與創新行為的關係：以自我調整學習觀點探討成就目標動機與工作特性的角色
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