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    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/149307


    Title: 主管正向八卦的力量：一個團體層級過程模式的檢驗
    Other Titles: The Power of Positive Supervisor Gossip: Testing a Group-Level Process Model
    Authors: 郭建志
    Contributors: 心理系
    Keywords: 主管正向八卦;團體層級;過程模式
    positive supervisor gossip;group-level;process model
    Date: 2022-12
    Issue Date: 2024-01-29
    Abstract: 現今有關職場八卦的研究，普遍受到學者所青睞，因為它被證實會影響員工與組織結果。然而，目前職場八卦的研究不但過度側重於負向八卦的內容，且未能考量不同的理論觀點與情境脈絡，採用不同研究層級策略探討不同八卦來源的效果。因此，本研究立基社會認知理論，提出一個團體層級的主管正向八卦過程模式，嘗試鏈結主管非正式溝通行為與團體績效間的關係。本研究主張主管正向八卦，指涉主管針對不在場的團體成員進行個人評價性訊息的交換，可以引發團體的集體效能與正向情感基調，進而提升團體的反思性，最後反映在團體績效表現上。而這樣的作用歷程，則會受到團體任務相依性所調節，因為高工作相依性會增加團體成員間互動的機會，不論是主管-成員或成員-成間的溝通與交流，這不但會提升成員接收到主管正向八卦的頻率與數量，且會在成員間提升這些正向八卦傳遞與分享的速度與流量，如此可強化主管正向八卦的作用效果。總之，本研究檢驗一個團體層級社會認知理論的主管八卦過程模式，用來解析主管正向八卦如何透過團體過程的中介變項（團體效能、團體正向情感及團體反思）來影響團體績效。
    Workplace gossip has been widely discussed over decades due to its impacts on employee and organization outcomes. However, prior research of workplace gossip has not only excessive focused on the negative valence, but also failed to consider the different theoretical views and boundary conditions. Moreover, little is known about the effects of workplace gossip at different sources from multilevel perspectives. Therefore, the present study proposes a group-level psychological process of positive supervisor gossip based on the social cognitive theory to explain the relationship between supervisors’ informal communication behavior and group performance. This study argues that positive supervisor gossip (refers to the exchange of personal evaluation information by the supervisor about the absent group member) may triggers collective efficacy and positive group affective tone, which in turn, promotes group reflexivity and finally results in the increases of group performance. In addition, this study also to test the boundary condition of such process. The present study argues that task interdependence will have moderating effects, because high task interdependence may increase the team members’ (e.g. supervisor-subordinate and subordinates-subordinates) interaction and cooperation, which will not only increase the frequency and quantity of positive supervisor gossip, but also enhance the speed and flow of positive supervisor gossip spread. In this way, task interdependence may strengthen the effect of positive supervisor gossip. In conclusion, the present study examines a process of supervisors’ gossip using a social cognitive theory to clarify how positive supervisor gossip has impact on group performance through the mediator of collective efficacy, positive group affective tone and group reflexivity at group-level approach.
    Relation: 國科會, MOST109-2410-H004-082-SSS, 109.08-110.07
    Data Type: report
    Appears in Collections:[心理學系] 國科會研究計畫

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