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系統識別號 U0002-1607202117592500
中文論文名稱 觀察到不當督導接受度對旁觀者相關反應之影響—以競爭氣候知覺為調節變項
英文論文名稱 Third Parties' Reactions to Perceived Acceptability of Abusive Supervision - The Moderating Role of Competitive Climate
校院名稱 淡江大學
系所名稱(中) 企業管理學系碩士班
系所名稱(英) Department of Business Administration
學年度 109
學期 2
出版年 110
研究生中文姓名 周嘉銘
研究生英文姓名 Ka-Ming Chow
學號 608610035
學位類別 碩士
語文別 中文
口試日期 2021-06-24
論文頁數 113頁
口試委員 指導教授-涂敏芬
委員-陳淑貞
委員-汪美伶
委員-涂敏芬
中文關鍵字 觀察到不當督導接受度  正義知覺  競爭氣候知覺  組織偏差行為  主管偏差行為  助人行為  挺身而出行為  幸災樂禍  工作投入 
英文關鍵字 Acceptability of Vicarious Abusive Supervision  Justice Perception  Perceptions of Competitive Climate  Organizational Deviance Behavior  Supervisor Deviance Behavior  Helping Behavior  Standing up for Injustice  Schadenfreude  Job Involvement 
學科別分類
中文摘要 本研究目的係探討正義知覺對觀察到不當督導以及旁觀者反應之影響,同時探討觀察到不當督導接受度之中介效果以及競爭氣候知覺於其間的調節效果。本研究以台灣與香港的員工作為主要研究對象,比較兩地結果是否會因為文化差異而有所不同,採取電子問卷方式蒐集到479份有效問卷,採用結構方程模型進行分析。研究結果發現,正義知覺對觀察到不當督導接受度有負向影響,而兩地員工在觀察到不當督導接受度後,會有不同程度的助人行為、挺身而出行為、組織偏差行為表現。正義知覺會透過觀察到不當督導接受度,對旁觀者相關反應產生影響。此外,在台灣樣本中,競爭氣候知覺會強化觀察到不當督導接受度與幸災樂禍之正向關聯性;而在香港樣本中,競爭氣候知覺則會強化觀察到不當督導接受度與挺身而出行為之關聯性。針對上述本研究結果,提出管理意涵與未來研究方向。
英文摘要 The Purpose of this study was to examine the influence of justice perception on reactions to abusive supervision as well as investigate the mediating role of acceptability of vicarious abusive supervision, and the moderating role of perceptions of competitive climate. Considering the potential differences in national culture, this study recruited employees from Taiwan and Hong Kong and conducted online questionnaire survey. The final sample included 254 employees from Taiwan and 225 employees from Hong Kong. Structural equation modeling was utilized to analyze the collected data. Results showed that justice perceptions had negative influence on reactions to abusive supervision, and acceptability of vicarious abusive supervision had different influences on helping behavior, standing up for others and organizational deviance behavior between Taiwan and Hong Kong. Acceptability of vicarious abusive supervision partly mediated the relationship between justice perceptions and prosocial behavior and deviant behavior. In addition, while Taiwanese employees’ perceptions of competitive climate strengthened the relationship between acceptability of vicarious abusive supervision and schadenfreude, perceptions of competitive climate of employees in Hong Kong strengthened the association between acceptability of vicarious abusive supervision and standing up for injustice. Both theoretical and practical implications were discussed in the study.
論文目次 目錄 V
圖目錄 VII
表目錄 VIII
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 4
第四節 研究流程 6
第二章 文獻探討 7
第一節 不當督導 7
第三節 競爭氣候知覺 23
第四節 工作投入 27
第五節 觀察到不當督導引起的反應 28
第六節 假設推論 31
第三章 研究方法 35
第一節 研究架構 35
第二節 量化研究設計 36
第三節 變項衡量 36
第四章 結果與討論 40
第一節 敘述性統計分析 40
第二節 問卷信效度分析 42
第三節 差異分析 59
第四節 相關分析 71
第五節 結構方程模型 76
第六節 研究結論 91
第五章 結論與建議 93
第一節 研究結論 93
第二節 理論意涵 97
第三節 管理意涵 98
第四節 研究限制與未來研究建議 100
參考文獻 101


圖目錄
圖 1-1 研究流程圖 6
圖3- 1研究架構 35
圖3- 2台灣樣本之驗證性因素分析結果圖 44
圖3- 3香港樣本之驗證性因素分析結果圖 51



表目錄
表1- 1 不當督導之後果 11
表1- 2 不當督導之前因 13
表1- 3 觀察到不當督導引起的反應 30
表4- 1問卷回收人口統計特性分析表 42
表4- 2台灣樣本正義知覺構面之驗證性因素分析表 45
表4- 3台灣樣本觀察到不當督導接受度構面之驗證性因素分析表 46
表4- 4台灣樣本助人行為構面之驗證性因素分析表 46
表4- 5台灣樣本挺身而出行為構面之驗證性因素分析表 47
表4- 6台灣樣本幸災樂禍構面之驗證性因素分析表 48
表4- 7台灣樣本工作投入構面之驗證性因素分析表 48
表4- 8台灣樣本組織偏差行為構面之驗證性因素分析表 49
表4- 9台灣樣本主管偏差行為構面之驗證性因素分析表 50
表4- 10台灣樣本競爭氣候知覺構面之驗證性因素分析表 50
表4- 11香港樣本正義知覺構面之驗證性因素分析表 52
表4- 12香港樣本觀察到不當督導接受度構面之驗證性因素分析表 53
表4- 13香港樣本助人行為構面之驗證性因素分析表 53
表4- 14香港樣本挺身而出構面之驗證性因素分析表 54
表4- 15香港樣本幸災樂禍構面之驗證性因素分析表 55
表4- 16香港樣本工作投入構面之驗證性因素分析表 55
表4- 17香港樣本組織偏差行為構面之驗證性因素分析表 56
表4- 18香港樣本主管偏差行為構面之驗證性因素分析表 56
表4- 19香港樣本競爭氣候知覺構面之驗證性因素分析表 57
表4- 20變數之信度表 58
表4- 21地區與各變數間差異分析表 60
表4- 22性別與各變數間差異分析表 61
表4- 23婚姻與各變數間差異分析表 62
表4- 24直屬主管性別與各變數間差異分析表 63
表4- 25年齡與各變數間差異分析表 65
表4- 26教育程度與各變數間差異分析表 67
表4- 27工作產業與各變數間差異分析表 69
表4- 28服務年資與各變數間差異分析表 71
表4- 29台灣樣本研究變項之平均數、標準差及相關係數表 74
表4- 30香港樣本研究變項之平均數、標準差及相關係數表 75
表4- 31台灣樣本之模型配適度 76
表4- 32香港樣本之模型配適度 76
表4- 33台灣樣本之路徑係數表 77
表4- 34香港樣本之路徑係數表 78
表4- 35全樣本之路徑係數表 79
表4- 36不當督導接受度於正義知覺對幸災樂禍之中介效果—台灣樣本 80
表4- 37不當督導接受度於正義知覺對幸災樂禍之中介效果—香港樣本 80
表4- 38不當督導接受度於正義知覺對助人行為之中介效—台灣樣本 81
表4- 39不當督導接受度於正義知覺對助人行為之中介效果—香港樣本 82
表4- 40不當督導接受度於正義知覺對挺身而出行為之中介效果—台灣樣本 82
表4- 41不當督導接受度於正義知覺對挺身而出行為之中介效果—香港樣本 83
表4- 42不當督導接受度於正義知覺對主管偏差行為之中介效果—台灣樣本 84
表4- 43不當督導接受度於正義知覺對主管偏差行為之中介效果—香港樣本 84
表4- 44不當督導接受度於正義知覺對組織偏差行為之中介效果—台灣樣本 85
表4- 45不當督導接受度於正義知覺對組織偏差行為之中介效果—香港樣本 86
表4- 46不當督導接受度於正義知覺對工作投入之中介效果—台灣樣本 86
表4- 47不當督導接受度於正義知覺對工作投入之中介效果—香港樣本 87
表4- 48競爭氣候知覺樣本路徑係數恆等性檢驗結果表—幸災樂禍構面 88
表4- 49高與低競爭氣候知覺模型之路徑係數分析表—幸災樂禍構面 88
表4- 50競爭氣候知覺樣本路徑係數恆等性檢驗結果表—助人行為構面 88
表4- 51競爭氣候知覺樣本路徑係數恆等性檢驗結果表—挺身而出行為構面 89
表4- 52競爭氣候知覺樣本路徑係數恆等性檢驗結果表—工作投入構面 89
表4- 53競爭氣候知覺樣本路徑係數恆等性檢驗結果表—幸災樂禍構面 90
表4- 54競爭氣候知覺樣本路徑係數恆等性檢驗結果表—助人行為構面 90
表4- 55競爭氣候知覺樣本路徑係數恆等性檢驗結果表—挺身而出行為構面 91
表4- 56高與低競爭氣候知覺模型之路徑係數分析表—挺身而出行為構面 91
表4- 57競爭氣候知覺樣本路徑係數恆等性檢驗結果表—工作投入構面 91
表4- 58研究假設檢驗結果表 92

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