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題名:華人差序式領導與部屬效能
書刊名:本土心理學研究
作者:姜定宇 引用關係張菀真
作者(外文):Jiang, Ding-yuChang, Wan-chen
出版日期:2010
卷期:33
頁次:頁109-177
主題關鍵詞:知覺主管公平差序式領導部屬效能權力距離Differential leadershipEmployee efectivenessPower distanceSupervisor fairness perception
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(18) 博士論文(5) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:15
  • 共同引用共同引用:1062
  • 點閱點閱:121
近期研究指出華人企業組織中,差序式領導是一項極為特殊的領導風格,其特色是華人領導者對自己人部屬與外人部屬有不同的領導方式,並且對其所偏好的部屬給予較多偏私的領導風格。於是,本研究根據鄭伯壎於1995、2005年對差序式領導的界定與相關研究結果,發展差序式領導的測量工具。本研究蒐集312名台灣企業組織員工的問卷資料,分析結果指出:(1)差序式領導的重要組成為照顧溝通、提拔獎勵及寬容信任;(2)在控制家長式領導的影響效果後,差序式領導對於部屬效能仍然具有額外解釋力;(3)在差序式領導與員工知覺主管公平的關係上,權力距離(power distance)具有顯著的調節效果,當部屬的權力距離較大時,差序式領導與知覺主管公平之間的關係較高。最後,說明本研究的主要貢獻與研究限制,並對未來研究的方向與管理實務上的意涵,提供些許的建議。
Recent studies proposed that differential leadership is a specific leadership style in Chinese business organizations. In 1995, Cheng defined differential leadership as when leaders treat subordinates differently depending on whether the subordinate is an in- or out-group member. The aim of this study is to develop a measure of differential leadership based on Cheng's research findings. Participants included 312 employee from various Taiwanese organizations. Among participants 201 (64%) are females and most participants were aged from 26 to 30 years old (31%). Results indicated that: (1) Differential leadership consists of 3 major components, including supporting communication, rewarding promotion, and trusting tolerance. (2) After controlling for the effect of paternalistic leadership, differential leadership still had a positive association with job performance. (3) Subordinates' power distance had a significant moderating effect on the relationship between differential leadership and subordinates' perception of supervisor fairness. Contributions, limitations, future directions and implications of these findings are discussed.
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