:::

詳目顯示

回上一頁
題名:領導與不當督導關係之研究
作者:簡元瑜 引用關係
作者(外文):Chien, Yuan Yu
校院名稱:大葉大學
系所名稱:管理學院博士班
指導教授:毛筱艷
學位類別:博士
出版日期:2015
主題關鍵詞:交易型領導轉換型領導不當督導性別leadershiptransaction leadershiptransformation leadershipabusive supervioion
原始連結:連回原系統網址new window
相關次數:
  • 被引用次數被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:0
  • 共同引用共同引用:0
  • 點閱點閱:34
不當督導(abusive supervision)吸引了研究者相當顯著的注意及興趣。不當督導定義為部屬對於主管持續地展現言語上的和非言語
上的敵意行為的程度所產生之知覺,但不包括肢體的接觸。既往對於不當督導的研究大多將焦點放在對員工及組織整體的負面結果
上,僅有少數研究將焦點放在不當督導的前置變數上,了解是否有其他因素可以預測不當督導,對設法降低不當督導的管理策略來說
確實存在探討的必要性。根據前人文獻,個人的認知與態度會受到個體差異性之影響,而不當督導之成因來自於部屬的個人知覺,這
引發出我們的懷疑,員工對於管理者領導之認知,會否因為個體之認知差異使員工自認為遭受到主管的不當督導。本研究是針對工作
者所面對之領導可能誘發對不當督導的知覺。此外,在工作職場場所中性別是個體最基本之差異,在現今之職場中,女性已經是一股
不可或缺之工作力,因此將性別列為干擾變數。管理者應注意不當督導所產生之影響,不僅會影響員工對工作與組織之行為與態度,
組織與管理者都可能將為此付出產生不良後果的代價,這是值得留意關注的現象。本研究針對職場上之工作者發放400 份問卷,回收
有效問卷189 分,本研究目的在探討領導與不當督導間之關係,迴歸分析發現領導對於不當督導有影響,而性別之干擾效果必不存
在。本研究結果將可延伸有關於不當督導之前因理論,並提供實務方向之建議。
Among the many negative-leadership concepts proposed, abusive supervision has attracted significant research attention in the past several years. Past research for abusive supervision will focus mostly on negative consequence, only a few studies focus on abusive supervision antecedent variables. This study is leader of the face for workers may induce the perception of abusive supervision. In addition, in the workplace gender is the most basic of individual differences, i use gender engagement as moderators In this study, the sample includes 189 date from subordinate., this study aims to explore the relationship between the leadership and abusive supervision, regression analysis showed that leadership positive significant effect on abusive supervision, and the gender of the moderated model will not support. This study addresses the gap of limited understanding on the antecedents of abusive supervision and will expand the knowledge concerning abusive supervision. Based on findings of this study, implications for deterring supervisors’ abusive behavior in organizations are subsequently discussed.
            參 考 文 獻
一、 中文部份

翁嘉英,林宜美,呂碧鴻,陳秀蓉,吳英璋,鄭逸如(2008)。短式華人敵意量表之發展與信效度考驗,測驗學刊,55,463-487。new window

彭台光,高月慈,林鉦棽(2006)。管理研究中的共同方法變異:問題本質、影響、 測試和補救。管理學報,23,77-98。

二、 英文部份

Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima, L. (2004).
Career benefits associated with mentoring for prote’ge’s : A
meta-analytic review. Journal of Applied Psychology, 89,127–136.
Aryee, S., Chen, Z. X., Sun, L., & Debrah, Y. A. (2007). Antecedents
and outcomes of abusive supervision: Test of a trickle-down
model. Journal of Applied Psychology, 92, 191-201.
Ashforth, B. E. (1987). Organizations and the petty tyrant: An exploratory
study. Paper presented at the annual meeting of the
Academy of Management, New Orleans, LA.
Ashforth, B. E. (1994). Petty tyranny in organizations. Human Relations,
47, 755-778.
Ashforth, B. E. (1997). Petty tyranny in organizations: A preliminary
examination of antecedents and consequences. Canadian
Journal of Administrative Sciences, 14, 126-140.
Aquino, K. (2000). Structural and individual determinants of workplace
victimization: The effects of hierarchical status and conflict
management style. Journal of Management, 26, 171-193.
Aquino, K., & Bradfield, M. (2000). Perceived victimization in the
workplace: The role of situational factors and victim characteristics.
Organization Science, 11, 525-537.
Aquino, K., & Byron, K. (2002). Dominating interpersonal behavior
and perceived victimization in groups: Evidence for a curvilinear
relationship. Journal of Management, 28, 69-87.
Aquino, K., Grover, S. L., Bradfield, M., & Allen, D. G. (1999). The
effects of negative affectivity, hierarchical status, and
self-determination on workplace victimization. Academy of
Management Journal, 42, 260-272.
Avolio, B. J. (1999).Full leadership development: Building the vital
forces in organizations. Thousand Oaks, CA: Sage.
Avolio, B.J., Reichard, R.J., Hannah, S., Walumbwa, F.O., & Chan, A.
(2009). A meta-analytic review of leadership impact research:
Experimental and quasi-experimental studies. The Leadership
Quarterly, 20, 764-784.
Avolio, B. J., Walumbwa, F. O., & Weber, T. J. (2009). Leadership:
Current theories, research, and future directions. Annual Review
of Psychology, 60, 421.
Bakker, A.B., & Demerouti, E. (2007). The Job Demands-Resources
model: State of the art. Journal of Managerial Psychology, 22,
309-328.
Barling, J., Loughlin, C., & Kelloway, E.K. (2002). Development and
test of a model linking safety-specific transformational leadershipnew window
and occupational safety. Journal of Applied Psychology,
87, 488-496.
Barling, J., Kelloway, E.K., & Weber, T. (1996). Effects of transformational
leadership training on attitudinal and financial outcomes:
A field experiment. Journal of Applied Psychology, 81,
827-832.
Baron, R. A., & Richardson, D. R. (1994). Human aggression (2nd
ed.). New York: Plenum.
Ashforth, B. E. (1997). Petty tyranny in organizations: A preliminary examination of antecedents and consequences. Canadian
Journal of Administrative Sciences, 14, 126-140.
Aquino, K. (2000). Structural and individual determinants of work-place victimization: The effects of
hierarchical status and con-flict management style. Journal of Management, 26, 171-193.
Aquino, K., & Bradfield, M. (2000). Perceived victimization in the workplace: The role of situational factors and victim character-
istics. Organization Science, 11, 525-537.
Aquino, K., & Byron, K. (2002). Dominating interpersonal behavior and perceived victimization in groups: Evidence
for a curvilin-ear relationship. Journal of Management, 28, 69-87.
Aquino, K., Grover, S. L., Bradfield, M., & Allen, D. G. (1999). The effects of negative affectivity,
hierarchical status, and self-determination on workplace victimization. Academy of Management Journal, 42, 260-272.
Avolio, B. J. (1999).Full leadership development: Building the vital forces in organizations. Thousand Oaks, CA: Sage.
Bass, B. M. (1985). Leadership and performance beyond expectations.
New York: Free Press.
Bass, B. M. (1990). Bass and Stogdill′s handbook of leadership (3rd
ed.). New York: The Free Press.
Bass, B. M. (1998). Transformational leadership: Industry, military,and educational impact. Mahwah, NJ: Lawrence Erlbaum.
Bass, B. M., & Avolio, B. J. (1997). Full range of leadership: Manual
for the Multi-factor Leadership Questionnaire. Palto Alto, CA:
Mind Garden
Bass, B. M., Avolio, B. J., Jung, D. I., & Berson, Y. (2003). Predicting
unit performance by assessing transformational and transactional
leadership. Journal of Applied Psychology, 88,
207–218.
Bass, B. M., & Avolio, B. J. (2004). Multifactor Leadership Questionnaire:
Manual and Sampler Set (3rd ed.). Redwood City,
CA: Mind Garden.
Baumeister, R.F., Vohs, K.D., DeWall, C.N., & Zhang, L. (2007).
How emotion shapes behavior: Feedback, anticipation, and reflection,
rather than direct causation. Personality and Social
Psychology Review, 11, 167-203.
Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd
ed.). Lawrence Erlbaum Associates: Mahwah, New Jersey.
Bellezza, F. S. (1992). Recall of congrument information in the
self-reference task. Bulletin of the Psychonomic Society, 30,
275-278.
Best, R. G., Stapleton, L. M., & Downey, R. G. (2005). Core
self-evaluations and job burnout: The test of alternative models.new window
Journal of Organizational Health Psychology, 10, 441-451
Bono, J. E., & Judge, T. A. (2003). Self-concordance at work: Toward
understanding the motivational effects of transformational
leaders. Academy of Management Journal, 46, 554-571.
Brees, J., Mackey, J., Martinko, M., & Harvey, P. (2014). The mediating
role of perceptions of abusive supervision in the relationship
between personality and aggression. Journal of Leadership
and Organizational Studies, 21, 403-413
Burns, J. M. (1978). Leadership. New York: Harper & Row.
Burke, C. S., Stagl, K. C., Klein, C., Goodwin, G. F., Salas, E., and
Halpin, S. M., (2006). What type of leadership behaviors are
functional in teams? A meta-analysis. The Leadership Quarterly,
17, 288-307.
Burton, J. P., Hoobler, J. M., & Kernan, M. C. (2011). When research
setting is important: The influence of subordinate self esteem
on reactions to abusive supervision. Organization Management
Journal, 8, 139–150.
Burton, J. P., Hoobler, J. M., & Scheuer, M. L. (2012). Supervisor
workplace stress and abusive supervision: The buffering effect
of exercise. Journal of Business and Psychology, 27, 271–279.
Bushman, B.J., Bonacci, A.M., Pedersen, W.C., Vasquez, E.A., & Miller, N.
(2005). Chewing on it can chew you up: Effects of rumination on
triggered displaced aggression. Journal of Personality and Social
Psychology, 88, 969-983.
Buss, A. (1961). The psychology of aggression. New York: John
Wiley
Catalyst. 2007. The 2006 Catalyst census of women corporate officers
and top earners. New York: Catalyst.
Chen, G., Kirkman, B. L., Kanfer, R., Allen, D., & Rosen, B., (2007).
A multilevel study of leadership, empowerment, and performance
in teams. Journal of Applied Psychology, 92, 331-346.
Cleveland, J.N., Stockdale, M., & Murphy, K.R. (2000). Women and
Men in Organizations: Gender Issues at Work. Mahwah, NJ:
Lawrence Erlbaum Associates.
Colquitt, J. A., LePine, J. A., Zapata, C. P., & Wild, R. E. (2011). Trust
in typical and high reliability contexts: Antecedents and consequences
of trust among firefighters. Academy Of Management
Journal, 54, 999-1015
Conger, J. A., & Kanungo, R. N. (1998). Charismatic leadership in
organizations. Thousand Oaks, CA: Sage.
Cronshaw, S. F., & Lord, R. G. (1987). Effects of categorization, at-
tribution, and encoding processes on leadership perceptions.
Journal of Applied Psychology, 72, 97–106.
Daugherty, S. R., Baldwin, D. C., & Rowley, B. D. (1998). Learning,
satisfaction, and mistreatment during medical internship: A national
survey of working conditions. Journal of the American
Medical Association, 279, 1194-1199.
Den Hartog, D.N. & Koopman, P.L. (2001). Leadership in organizations.
In N. Anderson, D.S. Ones, H. Kepir-Sinangil & C.
Viswesvaran, C (Eds.). International handbook of industrial,
work and organizational psychology , 2. London: Sage.
Downey. L. A., Papageorgiou. A., & Stough. C. (2006) Examining the
relationship between leadership, emotional intelligence and intuition
in senior female managers. Leadership & Organization
Development Journal, 27, 250 – 264
Dubinsky, A. J., Yammarino, F. J., Jolson, M. A., & Spangler, W. D. (1995).
Transformational leadership: An initial investigation in sales management.
Journal of Personal Selling and Sales Management, 15, 17-31.
Duffy, M. K., Ganster, D., & Pagon, M. (2002). Social undermining in
the workplace. Academy of Management Journal, 45, 331-351.
Eagly, A.H., Johannesen-Schmidt, M.C., & van Engen, M. (2003).
Transformational, transactional and laissez-faire leadership
styles: A meta-analysis comparing women and men. Psycho-
logical Bulletin, 129, 569-591.
Epitropaki, O., & Martin, R. (2004). Implicit leadership theories in applied
settings: Factor structure, generalizability, and stability
over time. Journal of Applied Psychology, 89, 293–310.
Epitropaki, O., & Martin, R. (2005). From ideal to real: A longitudinal
study of the role of implicit leadership theories on leader–
member exchanges and employee outcomes. Journal of Applied
Psychology, 90, 659–676.
Eby, L. T., Butts, M., Lockwood, A., & Simon, S. A. (2004). Protégés’
negative mentoring experiences: Construct development and
nomological validation. Personnel Psychology, 57, 411-447.
Eby, L. T., McManus, S. E., Simon, S. A., & Russell, J. E. A. (2000).
The protégé’s perspective regarding negative mentoring experiences:
The development of a taxonomy. Journal of Vocational
Behavior, 57, 1-21.
Eden, D., & Leviatan, U. (1973). Implicit leadership theory as a determinant
of the factor structure underlying supervisory behavior
scales. Journal of Applied Psychology, 60, 736–741.
Edwards, J. R. (1992). A cybernetic theory of stress, coping, and
well-being in organizations. Academy of Management Review,
17, 238-274.
Einarsen, S. (1999). The nature and causes of bullying at work. International
Journal of Manpower, 20, 16-27.
Einarsen, S., & Raknes, B. I. (1997). Harassment in the workplace and
the victimization of men. Violence and Victims, 12, 247-263.
Ferris, G.R., Zinko, R., Brouer, R.L., Buckley, M.R, & Harvey, M.G.
(2007). Strategic bullying as a supplementary, balanced perspective
on destructive leadership. The Leadership Quarterly,
18, 195-206.
Folkman, S. , & Lazarus, R. S. (1984). Stress, appraisal, and coping.
New York : Springer Publishing Company.
George, J. M. (1992). The role of personality in organizational life: Issues
and evidence. Journal of Management, 18, 185-213.
Grandey, A. A., & Kern, J. (2004). Biting the hand that serves them:
When does customer aggression predict employee exhaustion?
Unpublished manuscript, Penn State University, University
Park.
Grandey, A. A., Kern, J., & Frone, M. (2007). Verbal abuse from outsiders
versus insiders: Comparing frequency, impact on emotional
exhaustion, and the role of emotional labor. Journal of
Occupational Health Psychology, 12, 63-79.
Greenhaus, J. H., & Parasuraman, S. (1987). A work-nonwork interac-
tive perspective of stressand its consequences. Journal of Organizational
Behavior Management, 8, 37-60.
Goodnight, R. (2004). Laissez-Faire Leadership. Encyclopedia of
leadership , 16, 820-823.
Hackman, J. R., & Wageman, R. (2005). A theory of team coaching.
Academy of Management Review, 30, 269-287.
Harris, K. J., Kacmar, K. M., Zivnuska, S., & Shaw, J. D. (2007). The
impact of political skill on impression management effectiveness.
Journal of Applied Psychology, 92, 278-285.
Herschovis, M. S., & Barling, J. (2006). Towards a relational model of
workplace aggression: Some meta-analytic evidence. Unpublished
manuscript, Queens University, Kingston, Canada.
Hiller, N. J., DeChurch, L. A., Murase, T., & Doty, D. (2011). Searching
for outcomes of leadership: A 25-year review. Journal of
Management, 37, 1137-1177.
Hoel, H., & Cooper, C. L. (2000). Destructive conflict and bullying at
work. Unpublished report, Manchester School of Management,
University of Manchester Institute of Science and Technology,
UK.
Hoel, H., & Cooper, C. L. (2001). Origins of bullying: Theoretical
frameworks for explaining workplace bullying. In N. Tehrani
(Ed.), Building a culture of respect: Managing bullying at work:
3-19. London: Taylor & Francis.
Hoel, H., Rayner, C., & Cooper, C. L. (1999). Workplace bullying. In
C. L. Cooper & I. T. Robertson (Eds.), International review of
industrial and organizational psychology, 14, 195-230. London:
Wiley.
Hoffman, B. J., Bynum, B. H., Piccolo, R., and Sutton, A. W., (2011).
Person-organization value congruence: How transformational
leaders influence work‘ Group effectiveness Academy of Management
Journal, 54, 779-796.
Hoobler, J. M. (2007). On-site or out-of-sight? Family friendly childcare
provisions and the status of working mothers. . Journal of
Management Inquiry, 16, 372-380.
Hoobler, J., & Brass, D. (2006). Abusive supervision and family undermining
as displaced aggression. Journal of Applied Psychology,
91,1125-1133.
Hoobler, J. M., Wayne, S. J., & Lemmon, G. (2009). Bosses’ Perceptions
of Family-Work Conflict and Women’s Promotability:
Glass Ceiling Effects. Academy of Management Journal, 52,
939-957.
Hornstein, H. A. (1996). Brutal bosses and their prey. New York, NY:
Riverhead Books.
House, R., & Aditya, R. (1997). The social scientific study of leadership:
quo vadis? Journal of Management, 23, 409-474.
Howell, J. M., & Avolio, B. J. (1993). Transformational leadership,
transactional leadership, locus of control, and support for innovation:
Key predictors of consolidated business-unit performance.
Journal of Applied Psychology, 78, 891–902.
Howell, J. M. & Shamir, B. 2005. The role of followers in the charismatic
leadership process: Relationships and their consequences,
Academy of Management Review, 30, 96-112.
Judge, T. A., & Piccolo, R. (2004). Transformational and transactional
leadership: A meta-analytic test of their relative validity.new window
Journal of Applied Psychology, 89, 755-768.
Kark, R., Shamir, B., & Chen, G. (2003). The two faces of transformational
leadership: Empowerment and dependency. Journal of
Applied Pschology, 88, 246-255.
Keashly, L. (1998). Emotional abuse at work: Conceptualand empirical
issues. Journal of Emotional Abuse, 1, 85-95.
Keashly, L., Trott, V., & McLean, L. M. (1994). Abusive behavior in
the workplace: A preliminary investigation. Violence and Victims,
9, 341-357.
Kelloway, E. K., & Barling, J. (2010). Leadership development as an
intervention in occupational health psychology. Work and
Stress, 24, 260-279.
Kiazad, K., Restubog, S. L. D., Zagenczyk, T. J., Kiewitz, C., & Tang,
R. L. (2010). In pursuit of power: The role of authoritarian
leadership in the relationship between supervisors’ Machiavellianism
and subordinates’ perceptions of abusive supervisory
behavior. Journal of Research in Personality, 44, 512–519.
Kuhnert, K. W., & Lewis, P. (1987). Transactional and transformational
leadership: A constructive/developmental analysis.
Academy of Management Review, 12, 648-657.
Lievens, F., Geit, P. V., & Coetsier, P. (1997). Identification of Transformational
Leadership Characteristics: An examination of potential
biases. European Journal of Work and Organizational
Psychology, 6, 415-430.
Lowe, K. B., Kroeck, K. G., & Sivasubramaniam, N. (1996). Effectiveness
correlates of transformational and transactional leadership:
A meta-analytic review of the MLQ literature. The
Leadership Quarterly, 7 (3), 385-425.
Manusov, V., & Spitzberg, B. H. (2008). Attributes of attribution theory:
Finding good cause in the search for theory. In D. O.
Braithwaite & L. A. Baxter (Eds.), Engaging theories in interpersonal
communication (pp. 37-49). Thousand Oaks, CA:
Sage Publications.
Martinko, M. J., Harvey, P., Sikora, D., & Douglas, S. (2011). Perceptions
of abusive supervision: The role of subordinates’ attribution
styles. The Leadership Quarterly, 22, 751-764
Mawritz, M. B., Mayer, D. M., Hoobler, J. M., Wayne, S. J., &
Marinova, S. J. (2012). A trickle-down model of abusive supervision.
Personnel Psychology, 65: 325-357.
Matthiesen, S. B., & Einarsen, S. (2001). MMPI-2 configurations
among victims of bullying at work. European Journal of Work
and Organizational Psychology, 10, 467-484.
McKee-Ryan, M. F., Song, Z., Wanberg, R. C., & Kinicki, J. A. (2005). Psychological
and physical well-being during unemployment: A meta-
analytic study. Journal of Applied Psychology, 90, 53-76
Miner, K. N., & Eischeid, A. (2012). Observing incivility toward
coworkers and negative emotions: Do gender of the target and
observer matter? Sex Roles, 66, 492-505.
Mikkelsen, E. G., & Einarsen, S. (2002). Basic assumptions and
symptoms of post-traumatic stress among victims of bullying at
work. European Journal of Work and Organizational Psychology,
11, 87-111.
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and
workplace deviance and the moderating effects of negative
reciprocity beliefs. Journal of Applied Psychology, 92,
1159–1168
Mitchell, M. S., & Ambrose, M. L. (2012). Employees' behavioral reactions
to supervisor aggression: An examination of individual
and situational factor. Journal Of Applied Psychology,
97, 1148-1170.
Motowidlo, S. J. (1986). Information processing in personnel decisions.
In K. M. Rowland & G. R. Ferris (Eds.), Research in Personnel
and Human Resources Management, 4, 1-44. Greenwich,
CT: JAI Press.
Necowitz, L. B., & Roznowski, M. (1994). Negative affectivity and
job satisfaction: Cognitive processes underlying the relationship
and effects on employee behaviors. Journal of Vocational
Behavior, 45, 270-294.
Neuman, J. H., & Baron, R. A. (1998). Aggression in the workplace.
In R. Giacalone & J. Greenberg (Eds.), Antisocial behavior in
organizations, 37-67. Thousand Oaks, CA: Sage.
Ng, S. B. C., Chen, Z. X., & Aryee, S. (2012). Abusive supervision in
Chinese work settings. In X. Huang & M. H. Bond (Eds.),
Handbook of Chinese organizational behavior: Integrating theory,
research and practice (pp. 164-183). Cheltenham, UK:
Edward Elgar.
Online.wallstreetjournal.com (2011). Five signs you’re a bad boss. By
Diana Middleton. Retrieved October 11, 2011, from
http://online.wsj.com/article/SB1000142405274870378680457
6138141599946476.html.
Pedersen, W. C., Gonzales, C., & Miller, N. (2000). The moderating
effect of trivial triggering provocation on displaced aggression.
Journal of Personality and Social Psychology, 78, 913-927.
Piccolo, R. F., Bono, J. E., Heinitz, K., Rowold, J., Duehr, E., & Judge,
T. A. (2012). The relative impact of complementary leader behaviors:
Which matter most? Leadership Quarterly, 23,
567-581.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P.
(2003). Common method biases in behavioral research: A critical
review of the literature and recommended remedies. Journal
of Applied Psychology, 88, 879-903.
Raver, J. L., & Barling, J. (2008). Workplace aggression and conflict:
Constructs, commonalities, and challenges for future inquiry.
In C. K. W. De Dreu & M. J. Gelfand (Eds.), The psychology
of conflict and conflict management in organizations. Mahwah,
NJ: Lawrence Erlbaum.
Richman, J. A., Flaherty, J. A., & Rospenda, K. M. (1996). Perceived
workplace harassment experiences and problem drinking
among physicians: Broadening the stress/alienation paradigm.
Addiction, 91, 391-403.
Richman, J. A., Flaherty, J. A., Rospenda, K. M., & Christensen, M. L.
(1992). Mental health consequences and correlates of medical
student abuse. Journal of the American Medical Association,
267, 692-294.
Robbins, S. P. (2001). Organizational Behavior (9th Ed). Prentice-Hall,
Englewood Cliffs, New Jersey.
Robbins S.P., & Coulter, M.K. (2005). Management, (8th Ed). Pearson-
hill Inc.
Rospenda, K. M. (2002). Workplace harassment, services utilization,
and drinking outcomes. Journal of Occupational Health Psychology,
7, 141-155.
Rospenda, K. M., Richman, J. A., Ehmke, J. L. Z., & Zlapoter, K. W.
(2005). Is workplace harassment hazardous to your health?
Journal of Business and Psychology, 20: 95-110.
Rospenda, K. M., Richman, J. A.,Wislar, J. S., & Flaherty, J. A. (2000).
Chronicity of sexual harassment and generalized work-place
abuse: Effects on drinking outcomes. Addiction, 95,
1805-1820.
Rosenstein, A. H., & O’Daniel, M. (2005). Disruptive behavior and
clinical outcomes: Perceptions of nurses and physicians. American
Journal of Nursing, 105, 54-64.
Salin, D. (2011). The significance of gender for third parties' perceptions
of negative interpersonal behaviour: Labelling and explaining
negative acts. Gender, Work & Organization, 18,
571-591.
Scandura, T. A. (1998). Dysfunctional mentoring relationships and
outcomes. Journal of Management, 24, 449-467.
Scandura, T. A. & Williams, E. A. (2004). Mentoring and transformational
leadership: The role of supervisory career mentoring,
Journal of Vocational Behavior, 65, 448-468.
Schat, A. C. H., Frone, M. R., & Kelloway, E. K. (2006). Prevalence
of workplace aggression in the U.S. workforce: Findings from
a national study. In E. K. Kelloway, J. Barling, & J. J. Hurrell
(Eds.). Handbook of workplace violence: 47-89. Thousand
Oaks, CA: Sage.
Schriesheim, C. A., Cogliser, C. C., & Neider, L. L. (1995). Is it
"trustworthy"? A multiple-levels-of-analysis reexamination of
an ohio state leadership study, with implications for future research.
The Leadership Quarterly, 6(2), 111-145.
Shamir, B. (1991). Meaning, self and motivation in organizations. Organization
Studies, 12, 405-424
Shamir, B., House, R. J., & Arthur, M. B. (1993). Motivational effects
of transformational leadership: A self-concept based theory.
Organization Science, 4, 577-594.
Taylor, S. E. & Brown, J. D. (1988). Illusion and well-being: A social
psychological perspective on mental health. Psychological
Bulletin, 103, 193-210.
Tellegen, A. (1982). "Brief Manual for the Differential Personality
Questionnaire." Unpublished manuscript, University of Minnesota..
Tepper, B. J. (2000). Consequences of abusive supervision. Academy
of Management Journal, 43, 178–190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review,
synthesis, and directions for future research. Journal of
Management, 33, 261–289.
Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C., & Hua, W.
(2009). Abusive supervision, intentions to quit, and employees’
workplace deviance: A power/dependence analysis. Organizational
Behavior and Human Decision Processes, 109, 156-167.
Tepper, B. J., Duffy, M. K., Henle, C. A., & Lambert, L. S. (2006).
Procedural injustice, victim precipitation, and abusive supervision.
Personnel Psychology, 59, 101-123.
Tepper, B. J., Duffy, M. K., Hoobler, J. M., & Ensley, M. D. (2004).
Moderators of the relationship between coworkers’ organiza-
tional citizenship behavior and fellow employees’ attitudes.
Journal of Applied Psychology, 89, 455-465.
Tepper, B. J., Duffy, M. K., & Shaw, J. D. (2001). Personality moderators
of the relationships between abusive supervision and subordinates’
resistance. Journal of Applied Psychology, 86:
974-983.
Tepper, B. J., & Lockhart, D. (2005). Abused subordinates’ upward
maintenance communication: A coping perspective. In E.
Weatherly (Ed.). Proceedings of the annual meeting of the
Southern Management Association, Charleston, SC. Clearwater,
FL: Southern Management Association.
Tepper, B. J., Moss, S., & Duffy, M. K. (2011). Predictors of abusive
supervision: Supervisor perceptions of deep-level dissimilarity,
relationship conflict, and subordinate performance. Academy of
Management Journal, 54, 279-294.
Tepper, B. J. & Percy, P. M. (1994). Structural validity of the Multifactor
Leadership Questionnaire, Educational and Psychological
Measurement, 54, 734-744.
Tsai, W. C. (2001). Determinants and consequences of employee displayed
positive emotions. Journal of Management, 27,
497-512.
Tsui, A., & O’Reilly, C. (1989). Beyond simple demographic effects:
The importance of relational demography in superior-
subordinate dyads. Academy of Management Journal,
32,402-42.
Thau, S., Bennett, R. J., Mitchell, M. S., & Marrs, M. B. (2009). How
management style moderates the relationship between abusive
supervision and workplace deviance: An uncertainty management
theory perspective. Organizational Behavior and Human
Decision Processes, 108, 79–92.
Walumbwa, F. O., Mayer, D. M., Wang, P., Wang, H., Workman, K.,
& Christensen, A. L. (2011). Linking ethical leadership to employee
performance: The roles of leader-member exchange,
self-efficacy, and organizational identification. Organizational
Behavior and Human Decision Processes, 115, 204-213.
Watson, D., & Clark, L. A. (1984). Negative affectivity: The disposition
to experience aversive emotional states. Psychological
Bulletin, 96, 465-490.
Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and
validation of brief measures of positive and negative affect:
The PANAS scales. Journal of Personality and Social Psychology,
54, 219-235.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived Organizational
Support and Leader-Member Exchange: A Social Exchange
Perspective. Academy of Management Journal, 40,
82-111.
Weiner, B. (1986). An attributional theory of motivation and emotion.
New York: Springer.
Wislar, J. S., Richman, J. A., Fendrich, M., & Flaherty, J. A. (2002).
Sexual harassment, generalized workplace abuse and drinking
outcomes: The role of personality vulnerability. Journal of
Drug Issues, Fall, 1071-1088.
Wilson, B. (1991). U.S. businesses suffer from workplace trauma.
Here’s how to protect the mental health of your work force
and the fiscal health of your company. Personnel Journal, 70,
47-50.
Wood, J. (2012). Interpersonal Communication : Everyday Encounters
(7th ed): Wadsworth: Cengage Learning.
Wood, R., & Bandura, A. (1989). Social cognitive theory of organizational
management. Academy of Management Review, 14:
361-384.
Wu, T., & Hu, C. (2009). Abusive supervision and employee emotional
exhaustion: Dispositional antecedents and boundaries. Group
& Organization Management, 34,143-169.
Yukl, G. (2006). Leadership in organizations, (6th ed.). Upper Saddle
River, NJ: Prentice Hall.
Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervision
and subordinates' organizational citizenship behavior.
Journal of Applied Psychology, 87, 1068-1076.
Zohar, D. (2002). The Effects of Leadership Dimensions, Safety Climate,
and Assigned Priorities on Minor Injuries in Work
Groups. Journal of Organizational Behavior, 23, 75-92.
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
1. 部屬啊!您有做自己的機會嗎?尚嚴、專權雙元領導與部屬任務績效之關聯性:以情緒調節策略揭開潘朵拉的盒子
2. 部屬難為:領導者利組織不道德行為與部屬離職傾向、越級建言、主管導向組織公民行為與沉默行為之關係:以領導者-部屬交換關係為調節效果
3. 設計思考提升學習動機與問題解決信心--臺灣大學生學習設計思考課程的實證分析
4. 國際觀光旅館職場友誼與工作表現關係之探討--以卓越能力商數為中介變項
5. 青少年社會網絡指標及幽默表現風格之交互作用影響與被霸凌經驗之關係
6. 領導風格對護理人員工作士氣及留任意願之相關性研究
7. 中高齡職涯未來時間觀、職場成功老化和就業力之關係--探討工作要求與資源的調節式中介作用
8. 轉換型領導、交易型領導、倫理氣候與情緒智力對房屋仲介經紀人員工作績效之影響--以信任管理者為中介變數
9. 居服員留任傾向之研究
10. 國中生所知覺到的教師自主支持、自我效能、任務價值對學習投入之影響
11. 探討認知策略與建言行為之關係研究--以領導風格為調節變數效果之討論
12. 病患不文明行為對情緒調節的影響:壓力心態與顧客導向的調節式中介模式
13. 重度工作投資與工作倦怠:健康促進與心理資本扮演之調節角色
14. 就事論事或將心比心?顧客不當對待與員工身心壓力的情緒歷程:壓力源評估與同理心特質的調節效果
15. 越南臺商外派人員之領導部屬交換對職場偏差行為之影響--以外在工作價值與工作不安全感為調節變項
 
無相關著作
 
無相關點閱
 
QR Code
QRCODE