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題名：領導行為對部屬衝突管理策略的影響
作者：楊美玉 引用關係
作者(外文)：Mei-Yu Yang
校院名稱：國立臺灣大學
系所名稱：商學研究所
指導教授：戚樹誠
學位類別：博士
出版日期：2009
主題關鍵詞：衝突管理策略；價值觀；信任；工作相依；領導行為；conflict management strategies；values；trust in disputant；task interdependence；leadership behaviors
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本研究探討個人價值觀（權力與順從價值觀）、衝突雙方關係（對衝突另一方的信任與工作相依程度）、以及主管的領導行為（指導式、支持式及參與式領導）對部屬衝突管理策略的影響。
本研究係由受訪者描述一個職場上親身經驗的衝突事件，再以此事件做為背景，填答相關的問題。合格樣本461人，研究者以階層迴歸進行分析。研究結果顯示，衝突當事人對於衝突管理策略的選擇，受到個人價值觀、衝突雙方關係、以及領導行為的影響。價值觀的部分，愈重視權力價值觀者愈採取競爭的策略，愈重視順從價值觀者愈採取整合的策略。衝突雙方關係的部分，愈信任衝突對方者愈採取退讓與整合的策略；衝突雙方工作相依程度愈高者愈多使用退讓與整合策略。領導行為的部分，主管愈是指導式領導，受訪者愈採取整合策略，主管愈是支持式領導，受訪者愈使用低退讓策略，主管愈是參與式領導，受訪者愈採取競爭與整合的策略。領導行為干擾效果的部分，研究結果發現，高指導式領導，配合順從價值觀者的需要，強化其採取退讓及低競爭的策略。高支持與高參與式領導，配合衝突對方信任程度較低時的需要，使受訪者能安心地採用競爭的策略。高參與的領導配合受訪者對於工作相依時解決問題的需要，使受訪者在充分賦權下使用競爭的策略。
本研究驗證領導行為對部屬衝突管理策略的影響，豐富領導與衝突管理兩個研究領域的理論，並能提供組織與領導者對於部屬衝突管理在實務上的應用。
This study is to examine the effects of personal values, disputant relationships, and leadership behaviors on employee’s conflict management strategies.
The qualified respondents are those who have been employed and had experienced a workplace conflict. They were asked to describe a conflict episode in the beginning of the questionnaire and followed by answering a series of questions. Four hundred and sixty-one cases were collected and all hypotheses were tested with hierarchical regression. The results show that disputants value power adopt more competitive strategy and value conformity adopt more integrating strategy. Regarding to the situation factors, disputant relationships and leadership behaviors, respondents report more yielding and integrating strategies when they are dealing with both trusted and highly task interdependence disputant. Directive leadership behavior influences disputants to demonstrate more integrating strategy and supportive leadership behavior motivates disputants to resist yielding. Participative leadership behavior encourages disputants to adopt more competing and integrating strategies. Some moderation effects were found and some managerial implications were discussed.
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