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題 名 | 不當督導對員工組織承諾影響:權力距離為干擾效果=Abusive Supervision and Subordinate's Organizational Commitment: The Moderating Role of Power Distance |
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作 者 | 蔡孟穎; | 書刊名 | 多國籍企業管理評論 |
卷 期 | 7:2 2013.09[民102.09] |
頁 次 | 頁127-146 |
分類號 | 494.201317 |
關鍵詞 | 不當督導; 組織承諾; 權力距離; 主管偏差行為; Abusive supervision; Organizational commitment; Power distance; Supervisor's deviance; |
語 文 | 中文(Chinese) |
中文摘要 | 本研究在探討主管不當督導對部屬組織承諾的影響。另外本研究亦試圖探討權力距離的文化因素在不當督導與組織承諾所產生的干擾效果。本研究透過問卷調查法針對台灣及大陸地區全職工作者進行研究,共計回收175份有效問卷。研究結果顯示,在控制了受測者服務年資變數後,主管不當督導對組織承諾中情感承諾、持續承諾、價值承諾產生負面影響,但無法預測規範承諾。此外,權力距離的高低會干擾主管不當督導與部屬組織承諾之關係,當權力距離越高時,不當督導與組織承諾之負面影響會被減緩。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。 |
英文摘要 | This study examined the link between abusive supervision and subordinates organizational commitment. In addition, this study also attempts to explore abusive supervision and organizational commitment by focusing on the moderating role of power distance. The research conducted a questionnaire survey to 175 full-time workers in Taiwan and China. The results showed abusive supervision was negatively related to organizational commitment in affective commitment, continuous commitment and value of commitment. In addition, power distance moderated abusive supervision and subordinate's organizational commitment. When the power distance is higher, abusive supervision and organizational commitment, the negative relation will be slowed. Finally the results of the research implications, limitations, future research directions and practical implications. |
本系統中英文摘要資訊取自各篇刊載內容。