不當督導對組織認同、角色績效之影響研究－以心理資本為調節變項;A Study on the Influence of Abusive Supervision on Organizational Identification and Role Performance: Psychological Capital as a Moderator

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Title:	不當督導對組織認同、角色績效之影響研究－以心理資本為調節變項;A Study on the Influence of Abusive Supervision on Organizational Identification and Role Performance: Psychological Capital as a Moderator
Authors:	余淑如;Yu, Shu-Ju
Contributors:	勞工關係學系碩士在職專班
Keywords:	不當督導;Abusive supervision
Date:	2017
Issue Date:	2019-07-17 10:46:03 (UTC+8)
Publisher:	勞工關係學系碩士在職專班
Abstract:	員工是企業最重要的資產，不當督導在組織當中卻是存在又容易被忽略的議題，員工的工作績效與主管的管理風格有著密不可分的關係，因此，不當督導對組織有著最直接負面的影響。本研究主要探討不當督導與組織認同、角色績效間之關係，並利用心理資本做為調節變項，及驗證組織認同在不當督導與角色績效間之中介效果。本研究以目前在職中、且?屬於至少一位直屬主管督導的工作者為研究對象，最後問卷共回收307份有效問卷；並透過描述性統計分析、驗證性因素分析、相關分析、迴歸分析等統計方法探討變數間的關係。本研究以複迴歸分析進行主要的假設驗證，經實證分析結果顯示如下：一、不當督導對組織認同具顯著負向影響。二、不當督導對角色績效具顯著負向影響。三、組織認同對角色績效具顯著正向影響。四、組織認同在不當督導與角色績效間具部分中介效果。五、心理資本在組織認同與角色績效間具部分調節效果最後，依據研究結果，本研究提出結論與建議供後續研究參考。關鍵詞：不當督導、組織認同、角色績效、心理資本。 AbstractAbusive supervision is prominent and always vulnerable to be neglected is that the enterprises often lack the effective management in organization. The employee’s performance is closely related to the leadership Styles. Therefore, abusive supervision has a significantly negative influence on organization.This study focuses on the relationships among abusive supervision, organizational identification and role performance. Meanwhile, the mediating effect of psychological capital between organizational identification and role performance is analized. And the moderating effect of organizational identification between abusive supervision and role performance are explored in the study. Last but not least, this study was done by a statistical analysis and was based on a total of 307 valid questionnaires.In this study, the sample is collected from employees who are currently employed and work under their own supervisor. The statistical methods of descriptive statistical analysis, confirmatory factor analysis, correlation analysis, and multiple regression analysis were used to analyze the data.The empirical results of the study showed as follows.1. Abusive supervision has a significantly negative influence on organizational identification.2. Abusive supervision has a negative influence on role performance.3. Organizational identification has a significantly positive influence on role performance.4. Organizational identification has mediating effect between abusive supervision and role performance.5. Psychological capital has moderating effect between organizational identification and role performance.Based on the results of the study, there are some concrete conclusions and suggestions provided as references in the future study.Keywords: Abusive supervision, Organizational identification, Role performance, Psychological capital
Appears in Collections:	[勞工關係學系] 學位論文

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