第三者對代理主管不當督導的反應行為 : 情感與認知機制的中介影響?_

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題名：	第三者對代理主管不當督導的反應行為 : 情感與認知機制的中介影響?
書刊名：	人力資源管理學報
作者：	陳淑貞／楊美玉
作者(外文)：	Chen, Shu-chen／Yang, Mei-yu
出版日期：	2016
卷期：	16:2
頁次：	頁1-23
主題關鍵詞：	代理主管不當督導；偏差行為；同理心；領導者─部屬交換關係；知覺組織支持；Vicarious abusive supervision；Deviation behavior；Empathy；Leader-member exchange；Perceived organizational support
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(2) 博士論文(0) 專書(0) 專書論文(0) 排除自我引用:2 共同引用:0 點閱:8

本研究目的是探討非親身經歷而是聽聞或觀察到主管對同事不當督導（本研究稱之為代理主管不當督導）的第三者，對於代理主管不當督導的反應行為。更進一步，本研究探討間接經歷代理主管不當督導的第三者，會如何透過情感及認知機制，進而對他們的反應行為產生影響。本研究以專職工作者為研究對象進行兩階段的問卷調查，兩次調查的間隔時間為一個月，總計有效問卷為366份，研究結果顯示：(1) 第三者的同理心是代理不當督導與第三者之主管導向偏差行為關係的中介變數。(2) 第三者的同理心是代理不當督導與第三者之組織偏差行為間關係的中介變數。(3) 領導者─部屬交換關係（leader-member exchange, LMX）是代理主管不當督導與第三者之主管導向偏差行為關係的中介變數。(4) 知覺組織支持（perceived organizational support, POS）是代理主管不當督導與第三者之組織偏差行為關係的中介變數。研究最後根據研究結果進行討論與實務意涵建議，並提出對未來研究的若干建議。

以文找文

The purpose of this study was to explore the reactions of third parties who were not personally experience but had heard or observed coworker’s abusive supervision (i.e., Vicarious Abusive Supervision). Moreover, this study aimed to explore how the third parties reacted to vicarious abusive supervision through emotional and cognitive mechanisms. Two-stage surveys interval one month were used and three hundred and sixty-six returned questionnaires were valid. The research ﬁndings were: (1) The third party’s empathy mediated the relationships between vicarious abusive supervision and the third party’s supervisor-focus deviation. (2) The third party’s empathy mediated the relationships between vicarious abusive supervision and the third party’s organization-focus deviation. (3) Leader-member exchange (LMX) mediated the relationships between vicarious abusive supervision and the third party’s supervisor-focus deviation. (4) Perceived organizational support (POS) mediated the relationships between vicarious abusive supervision and the third party’s organization-focus deviation. Finally, managerial implications and future research suggestions would be provided.

以文找文

期刊論文
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