主管支持如何造就滿意員工？不確定管理理論的觀點__臺灣人文及社會科學引文索引資料庫

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題名：	主管支持如何造就滿意員工？不確定管理理論的觀點
書刊名：	人力資源管理學報
作者：	廖紘億／郭洧棋／吳宗祐
作者(外文)：	Liao, Hung-yi／Guo, Wei-chi／Wu, Tsung-yu
出版日期：	2014
卷期：	14:1
頁次：	頁23-52
主題關鍵詞：	主管支持；工作滿意度；程序公平；情緒不確定性；不確定管理理論；Supervisor support；Job satisfaction；Procedural justice；Emotional uncertainty；Uncertainty management theory
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(3) 博士論文(0) 專書(0) 專書論文(0) 排除自我引用:3 共同引用:578 點閱:62

儘管過去文獻已證實主管支持容易造就滿意員工，但主管支持究竟是「如何」以及「何時」影響員工的工作滿意度，其中的心理歷程並不清楚。本研究試圖運用「不確定管理理論」，探討程序公平在主管支持與工作滿意度之間的中介效果，以及員工情緒不確定性在此中介歷程中的調節效果。透過問卷調查，本研究在兩個時間點蒐集台灣企業組織在職員工之資料，共計回收106份有效問卷。迴歸分析結果顯示，主管支持確實會透過程序公平以預測員工的工作滿意度。此外，在情緒不確定性高（高不確定性）時，程序公平對於主管支持與員工的工作滿意度才有顯著的中介效果；而在情緒不確定性低（低不確定性）時，程序公平的中介效果不顯著。最後提出研究結果之意涵、研究限制、未來研究方向及實務運用。

以文找文

Although past research has showed that supervisor support may lead to employee satisfaction, the psychological process regarding "how" and "when" supervisor support is associated with employee job satisfaction is not clear. Drawing on "uncertainty management theory," we explored the mediation effect of procedural justice on the relationship between supervisor support and employee job satisfaction, and we also examined the moderated effect of employees' emotional uncertainty on this mediation process. Using questionnaire survey, we collected data at two time-points and obtained 106 usable observations for hypothesis testing. The results of regression analyses showed that supervisor support predict employee job satisfaction through procedural justice. Moreover, the mediation effect of procedural justice on the relationship between the supervisor support and employee job satisfaction was significant only for employee with high emotional uncertainty (high uncertainty), not for employee with low emotional uncertainty (low uncertainty). We discussed the implications of the findings, limitations, future research directions, and managerial implications at the end of this paper.

以文找文

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7.	「知覺屈就」是自我膨脹：自我增強的動機及效果
8.	跨層次觀點下家長式領導、倫理氣候、組織承諾與組織公民行為關係之研究
9.	國民中學教師自我調節學習、驚輸、工作投入與組織公民行為關係之研究-以工作投入為中介變項
10.	全球化下台灣中小企業策略模式結構驗證之研究
11.	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
12.	服務補救和關係銷售行為對顧客信任、滿意和忠誠度的影響
13.	主管領導方式與部屬知覺主管不當監督關係之研究
14.	品牌代理商降低拉式策略威脅之研究：三方交換關係觀點
15.	長期照顧機構照顧服務員之人力資源措施與組織公民行為之研究

1.	團隊領導對團隊效能的影響：以教練效能及領導信任為中介效果
2.	休閒管理與概論：休閒活動設計規劃個案
3.	校長競值領導效能研究 : 理論、指標與衡量
4.	家長式領導 : 模式與證據
5.	華人領導 : 理論與實際
6.	成就動機對組織公民行為的影響--以領導者和部屬交換關係和團隊成員交換關係為調節效果
7.	臺港兩地工作者之工作壓力歷程--工作動機及因應策略之調節作用
8.	華人組織中的權威與領導 : 一個完全循環的實徵性本土心理學研究取徑
9.	高績效團隊(二)臺灣大學工商心理學研究室
10.	整合分析
11.	家長式領導
12.	台灣的組織行為研究 : 過去、現在及未來

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