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題名:主管情緒表現對部屬職場友誼之影響-以企業文化為干擾變數
作者:蔡美賢
作者(外文):Meei-Hsien Tsai
校院名稱:中國文化大學
系所名稱:國際企業管理研究所
指導教授:謝安田
學位類別:博士
出版日期:2009
主題關鍵詞:主管情緒表現職場友誼工具性友誼情感性友誼supervisor''s emotional expressivityworkplace friendshipinstrumental friendshipaffective friendship
原始連結:連回原系統網址new window
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前人研究發現主管情緒表現與部屬職場友誼可能有不ㄧ致之關係,經由邏輯推理,當部屬知覺主管之正、負向情緒意涵,對主管-部屬與部屬-部屬之職場友誼、工具性友誼、情感性友誼關係有不同之影響;不同的企業文化也對自變數與因變數之關係具干擾效果。本研究以問卷方式收集資料,本研究針對國際企業員工發出600份問卷,刪除無效問卷之後,有效問卷為364份,採用敘述性統計、皮爾森積差相關分析、驗證性因素分析、層級迴歸分析進行研究假設之檢測。
實證結果顯示當主管之正向情緒表現對主管-部屬以及部屬-部屬之職場友誼、工具性友誼、情感性友誼有正向之影響;當主管之負向情緒表現對主管-部屬之職場友誼、工具性友誼、情感性友誼有負向之影響,對部屬-部屬之職場友誼、工具性友誼、情感性友誼並未產生影響;另外企業文化僅對主管之正向情緒表現與部屬-部屬之職場友誼產生干擾效果。最後本研究依據實證結果提出實務建議與未來研究之建議。
Extended researches indicate that the impacts of the supervisors’ emotional expressivity on workplace friendship between the executives and their subordinates in a firm have been inconsistent. The subordinates’ recognition of their supervisors’ emotions, positive or negative, will influence workplace friendship, instrumental and affective friendship between supervisors and their subordinates as well as among subordinates. Also, this study aims to explore the moderating effect of organizational culture.
Data of this study were obtained from 364 valid questionnaires (out of 600 questionnaires) distributed to international business employees. Four analysis methods (descriptive statistics, Pearson product-moment correlation analysis, confirmatory factor analysis, hierarchical multiple regression) were adopted to test the hypotheses in this research.
There are several research findings. First, there are positive relationships between supervisor’ positive emotional expressivity and friendships (including workplace, instrumental, and affective friendship) of supervisor-employee. Second, supervisor’s positive emotional expressivity is positively related to friendships of employee-employee. Third, supervisors’ negative emotions result in negative supervisor-subordinate relationships; yet friendship between subordinates seems to escape this impact. Finally, the moderating effect of organizational culture on relationships between supervisor’s positive emotional expressivity and friendships of employee-employee is significant. In this study, suggestions of practice and future research are also provided.
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