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題名：威權領導對任務績效之影響:以LMX及部屬職場偏差行為為中介因子
作者：王桂英
作者(外文)：WANG, KUEI-YING
校院名稱：長榮大學
系所名稱：經營管理研究所
指導教授：周傳姜
學位類別：博士
出版日期：2019
主題關鍵詞：威權領導；領導者與部屬交換關係；職場偏差行為；任務績效；authoritarian leadership；Leader Member Exchange；workplace deviation behavior；task performance
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有關威權領導對部屬偏差行為及任務績效的研究相當缺乏，家長式領導被認為是華人國家的主要領導風格，鄭伯壎、周麗芳、樊景立(2000)提出家長式三元領導與員工反應的關係，並指出在三元領導中，最清晰、鮮明且最為突出的成分，就是威權領導。
本研究通過醫院人體試驗委員會(Institution Review Board, IRB)，以台灣地區護理人員為研究對象，調查兩家醫學中心及兩家區域教學醫院，每家醫院以內、外、婦、兒、加護病房為主，每個專科抽樣ㄧ個病房，調查該病房護理長及該病房任職一年以上所有護理人員，採方便取樣，並於2018年8月1日至15日發放護理長問卷給20位護理長，問卷377份，無效問卷57份，有效問卷320份，有效回收率84.88%；8月16日至31日發放護理人員問卷共計377份問卷，無效問卷68份，有效問卷309份，有效回收率81.96%，因採配對方式，將護理長及護理人員有效問卷匯入整併後，最終有效問卷309份，有效回收率81.96%。
本研究採橫斷性研究設計（Cross-sectional design），量表包含基本資料、威權領導、領導者與部屬交換關係、職場偏差行為、任務績效量表等五部分，將問卷回收後進行資料分類、編碼（coding），以SPSS 22版套裝軟體進行建檔與分析，統計方法包含獨立樣本t檢定、皮爾森積差關係、多元迴歸（Multiple regression analysis）、結構方程式（structural equation modeling；SEM）、階層線性模（Hierarchical Linear Modeling；HLM）。研究結果:醫院層級以及主管與員工的人口統計變數對威權領導、LMX、職場偏差行為、任務績效有影響；威權領導對職場偏差行為有顯著負向影響；威權領導對任務績效的影響不顯著；威權領導對LMX顯著負向影響；LMX對員工職場偏差行為有顯著負向影響；LMX對任務績效有顯著正向影響；同層次威權領導對職場偏差行為的影響，領導者與部屬交換關係（LMX）扮演部份中介角色；跨層次威領導對職場偏差行為的影響，領導者與部屬交換關係不具中介效果；同層次與跨層次威領導對任務績效的影響，領導者與部屬交換關係具有中介效果；同層次威權領導對任務績效的影響，LMX、職場偏差行為具有序列中介效果；跨層次威權領導對任務績效的影響，LMX、職場偏差行為不具有序列中介效果。
本研究為護理管理中非常重要的領導議題，在主管領域實證研究，本研究僅初步驗證其中中介效果現象，但因研究主題敏感及主管與員工採配對的資料蒐集方式，增加了樣本蒐集的難度，建議未來研究者可考慮中、高階主管的領導效能，來提升與增加HLM第1層與第2層模式的檢定力。
本研究結果初步驗證在威權領導對護理人員任務績效的影響中，LMX及職場偏差行為的中介效果，此結果可提供護理管理實務及研究之參考。但因研究主題敏感及主管與員工採配對的資料蒐集方式，增加了樣本蒐集的難度，且僅針對私立醫院抽樣為本研究限制。建議未來研究者增加主管的發放量及考慮公立及私立醫院的中、高階主管的領導效能，來提升與增加HLM第1層與第2層模式的檢定力。
關鍵詞: 威權領導、領導者與部屬交換關係、職場偏差行為、任務績效。
There is a lack of research on authoritarian leadership about subordinate deviation behavior and task performance. Paternity leadership is considered to be the main leadership style in Asia. Zheng et al. (2000) place their emphasis on the relationship between paternalistic ternary leadership and employee response, and point out that authoritarian leadership is the most prominent component of paternalistic ternary leadership.
We conducted a hospital-based, cross-sectional, survey using questionnaire as measurement tool. This study was approved by the Institution Review Board (IRB) to collect questionnaires in two medical centers and two regional teaching hospitals in Taiwan. We only included nurses who worked in the five main hospital units, including medical ward, surgical ward, gynecology ward, and intensive care unit. One ward from each hospital unit was selected using a convenience sample. Questionnaires were first sent to 20 nursing directors in the participating hospitals between August 1 and 15, 2018. Of 377 completed questionnaires, 57 were invalid and 320 were used (84.88% retrieved rate). The questionnaires were latter sent to nursing staff members who have been worked for at least one year from the selected wards between August 16 and 31, 2018. Of 377 completed questionnaires, 68 were invalid and 309 were used (81.96% retrieved rate). Using the matching method, the questionnaires of nursing director and nursing staff members of each ward were combined and yielded a total of 309 valid questionnaires with a retrieved rate of 81.96%.
Questionnaires included baseline participant characteristics, authoritarian leadership, exchange differences between leaders and subordinates, workplace deviation behaviors, and task performance scales. All descriptive statistics were compared using the Student’s t test for continuous variables and Pearson’s chi-square test (χ2) for categorical variables. Models were tested using multivariate regression analysis, structural equation modeling (SEM), and Hierarchical Linear Modeling (HLM). All statistical analyses were performed using the SPSS Statistics software package for Windows (release version R22) (SPSS Inc., Chicago, IL, USA).
The evidences from our study suggest that the hospital level of supervisors and employees have an impact on authoritarian leadership, LMX, workplace bias behavior, and task performance; authoritarian leaders have a significant negative impact on workplace bias behavior; authoritarian leadership has no significant impact on mission performance; authoritarian leadership has a significant negative impact on LMX; LMX has a significant negative impact on employee workplace bias behavior; LMX has a significant positive impact on task performance; the same level of authoritarian leadership influences workplace bias behavior, leader member exchange (LMX) play a part of the intermediary role; cross-level leadership influence on workplace deviation behavior, leader and subordinate exchange relationship has no intermediary effect; the same level and cross-level leadership on the performance of the task; the leader member exchange has a mediating effect; the impact of the same level of authoritarian leadership on task performance, LMX, workplace bias behavior has a sequence mediation effect; cross-level authoritarian leadership impact on task performance, LMX, workplace bias behavior does not have a sequence mediation effect.
The current study investigates a very important leadership issue in nursing management. In the field of empirical research, our results partially validate the mediation effect of authoritarian leadership on subordinate deviation behavior and task performance. However, the sensitivities of the research topic and the nursing director to staff member matching method have rendered us difficulty in data collection. At the same time, we are also limited by including only nurses in private medical institutions. It is recommended that future researchers consider the leadership effectiveness of semi-senior and senior executives to enhance and increase the verification of HLM Tier 1 and Tier 2 modes.
Keywords: authoritarian leadership, leader member exchange, workplace deviation
behavior, task performance.
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