資料載入中.....
|
請使用永久網址來引用或連結此文件:
https://nccur.lib.nccu.edu.tw/handle/140.119/159129
|
| 題名: | 領導 – 成員交換關係與員工態度之關係：八卦功能歸因的中介效果與權力距離的調節作用
The Relationship between Leader – Member Exchange and Employee Attitude: The Mediating Role of Gossip Functional Attributions and the Moderating Effect of Power Distance |
| 作者: | 周彥妤
Chiew, Yan-Yu |
| 貢獻者: | 黃家齊
蘇威傑
Huang, Jia-Chi
Su, Weichieh
周彥妤
Chiew, Yan-Yu |
| 關鍵詞: | 主管八卦
LMX
權力距離
心理安全感
主管認同
工作投入
Supervisory gossip
Leader-Member Exchange （LMX）
Power Distance
Psychological Safety
Supervisor Identification
Job Engagement |
| 日期: | 2025 |
| 上傳時間: | 2025-09-01 15:15:05 (UTC+8) |
| 摘要: | 隨著環境快速變遷與資訊氾濫，非正式溝通中的主管八卦，已成為左右部屬態度的重要途徑。本研究探討主管八卦於組織中所扮演的非正式溝通角色，並檢驗其背後功能性歸因如何影響部屬態度。過去文獻多聚焦於八卦內容的正負價值與傳播者動機，較少關注接收者，特別是部屬如何解讀主管八卦的目的。本研究基於社會交換理論與社會訊息處理理論為理論基礎，建構了整合領導 - 成員交換關係（LMX）、八卦功能歸因（娛樂、友誼、資訊、影響）、權力距離與員工態度（心理安全感、主管認同、工作投入）之模型。
本研究採用問卷調查法，共回收 206 份由部屬填答的有效樣本，並以層級回歸分析和 SPSS 中的 Process 進行中介及調節分析。分析結果可發現，LMX 品質與八卦歸因（娛樂、友誼 / 資訊、影響）呈顯著正相關，並可透過「友誼 / 資訊」歸因中介影響員工的工作投入。此外，正向八卦歸因能顯著提升員工的心理安全感、主管認同及工作投入，而負向歸因（影響）則未呈顯著效果。調節分析結果則顯示，權力距離並未對八卦歸因與員工態度之間產生顯著交互效果。本研究突顯部屬角色於非正式溝通歷程中的解讀機制，並針對領導者於八卦互動中的角色策略提出實務建議。
With rapid environmental change and information overload, supervisory gossip has become a key determinant of subordinate attitudes through informal communication. This study examines the role of supervisory gossip within organizations and tests how employees’ functional attributions of such gossip influence their attitudes. Whereas prior literature has focused primarily on the valence of gossip content and the motivations of gossipers, far less attention has been paid to recipients, particularly how subordinates interpret the purposes behind their supervisors’ gossip. Drawing on social exchange theory and social information processing theory, we develop an integrated model that links leader-member exchange （LMX）, gossip function attributions （entertainment, friendship, information, and influence）, power distance, and employee attitudes （psychological safety, supervisor identification, and Job Engagement）.
Using a questionnaire survey, we obtained 206 valid responses from subordinates and conducted hierarchical regression, as well as mediation and moderation analyses with PROCESS in SPSS. Results show that LMX quality is significantly positively related to all gossip attributions （entertainment, friendship / information; influence）, and that friendship/information attributions mediate the relationship between LMX and Job Engagement. Positive gossip attributions also significantly enhance psychological safety, supervisor identification, and Job Engagement, whereas negative attributions （influence） have no significant effects. Moderation analyses indicate that power distance does not significantly interact with gossip attributions in predicting employee outcomes.
This research highlights the interpretive mechanisms subordinates employ during informal communication and offers practical recommendations for leaders’ strategic use of gossip in organizational settings. |
| 參考文獻: | 1. 余相賓，2024。主管表達感謝與員工工作態度與行為的中介歷程探討：以LMX與關注主管情緒為調節變項。國立政治大學企業管理研究所博士論文。
2. 李朋波、黃子欣、周瑩、王帥康，2022。嘮人是非：職場負面八卦及其影响. 中國人力資源開發, 39（9）, 97-113。
3. 郭建志，2011。組織中的非正式溝通：職場八卦與員工反應之研究。國科會專題研究計畫 （一般研究計畫）。
4. 郭建志，2012。職場八卦的傳遞者與接收者：組織認同取向之研究。國科會專題研究計畫。
5. 郭建志，2020。主管正向八卦的力量：一個團體層級過程模式的檢驗。國科會專題研究計畫。
6. 彭懷真，2012。工作與組織行為 （初版）。高雄：巨流圖書。
7. 黃煥榮，2007。組織中八卦 / 傳聞的理論初探。中國行政評論，16（1）， 61-93。
8. 劉仲矩、羅奐妤，2017。美學行銷訓練知覺對員工工作質感表現之影響－以工作投入為干擾變數探討。中山管理評論。25.2： 399-441。
9. 蔡濰仲，2024。組織透明度與員工態度：組織正義的中介及權力距離的調節角色研究。國立政治大學心理學系研究所碩士論文。
10. Ayim, M. （1994）. Knowledge through the grapevine:Gossip as inquiry. In R. F. Goodman & A. Ben-Ze’ev （Eds.）, Good gossip （pp. 85-99）. Lawrence:University Press of Kansas.
11. Bergmann, J. R. （1993）. Discreet indiscretions: The social organization of gossip. New York: Aldine de Gruyter.
12. Blau, P.M. （1964） Justice in Social Exchange. Sociological Inquiry, 34, 193-206.
13. Blumberg, H. H. （1972）. Communication of interpersonal evaluations. Journal of Personality and Social Psychology, 23, 157-162.
14. Cox, B. A. （1970）. What is Hopi gossip about? Information management and Hopi factions. Man, 5,88-98.
15. Crampton, S. M., Hodge, J. W., & Mishra, J. M.（1998）. The informal communication network:Factors influencing grapevine activity. Public Personnel Management, 27, 569-584.
16. Derlega, V. J., & Chaikin, A. L. （1977）. Privacy and self-disclosure in social relationships. Journal of Social Issues, 33（3）, 102-115.
17. Dores Cruz, T. D., Balliet, D., Sleebos, E., Beersma, B., Van Kleef, G. A., & Gallucci, M. （2019）. Getting a Grip on the Grapevine: Extension and Factor Structure of the Motives to Gossip Questionnaire. Frontiers in psychology, 10, 1190.
18. Dorfman, P. W., & Howell, J. P. （1988）. Dimensions of national culture and effective leadership patterns： Hofstede revisited. Advances in International Comparative Management, 3（1）, 127-150.
19. Dulebohn, J.H., Bommer, W.H., Liden, R.C., Brouer, R. and Ferris, G.R. （2012） A Meta-Analysis of the Antecedents and Consequences of Leader-Member Exchange: Integrating the Past with an Eye toward the Future. Journal of Management, 38, 1715-1759.
20. Dunbar, R. I. M. （2004）. Gossip in Evolutionary Perspective. Review of General Psychology, 8（2）, 100-110.
21. Edmondson, A. （1999）. Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44（2）, 350-383.
22. Emler, N. （1994）. Gossip, reputation, and social adaptation. In R. F. Goodman & A. Ben-Ze'ev （Eds.）, Good gossip （pp. 117-138）. University Press of Kansas.
23. Enquist, M., & Leimar, O. （1993）. The evolution of cooperation in mobile organisms. Animal Behaviour, 45, 747-757.
24. Foster, E. K. （2004）. Research on gossip: Taxonomy, methods, and future directions. Review of General Psychology, 8（2）, 78-99.
25. Gilmore, D. （1978）. Varieties of gossip in a Spanish rural community. Ethnology, 17, 89-99.
26. Gluckman, M. （1963）. “Gossip and scandal. ” Current Anthropology ,Vol.4： 307-316.
27. Graen, G. B., & Uhl-Bien, M. （1995）. Relationship-based approach to leadership: Development of leader-member exchange （LMX） theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6（2）, 219-247.
28. Grosser, T. J., Lopez-Kidwell, V., & Labianca, G. （2010）. A Social Network Analysis of Positive and Negative Gossip in Organizational Life. Group & Organization Management, 35（2）, 177-212.
29. Hannerz, U. （1967）. Gossip networks and culture in a Black American ghetto. Ethnos, 32, 35-59.
30. Hofstede, G. （2001）. Culture’s consequences: Comparing values, behaviors, institutions and organizations across nations （2nd ed.）. Sage Publications.
31. Johnson, H. H., & Umphress, E. E. （2019）. To help my supervisor： Identification, moral identity, and unethical pro-supervisor behavior. Journal of Business Ethics, 159（2）, 519-534.
32. Kahn, W. A. （1990）. Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33（4）, 692-724.
33. Kirkman, B. L., Lowe, K. B., & Gibson, C. B. （2006）. A quarter century of culture's consequences: A review of empirical research incorporating Hofstede's cultural values framework. Journal of International Business Studies, 37（3）, 285-320.
34. Kurland, N. B., & Pelled, L. H. （2000）. Passing the word： Toward a model of gossip and power in the workplace. The Academy of Management Review, 25（2）, 428-438.
35. Levin, J., & Arluke, A. （1987）. Gossip: The inside scoop. New York: Plenum.
36. Liden, R. C., & Maslyn, J. M. （1998）. Multidimensionality of leader-member exchange： An empirical assessment through scale development. Journal of Management, 24（1）, 43-72.
37. Mael, Fred A. ; Tetrick, Lois E.（1992）Educational and psychological measurement, 1992-12, Vol.52 （4）, p.813-824; Thousand Oaks, CA： SAGE Publications
38. Mishra, J.（1990）.“Managing the grapevine. ”Public Personnel Management ,Vol. 19（2）： 13-218.
39. Noon, M., & Delbridge, R. （1993）. News from behind my hand： Gossip in organizations. Organization Studies, 14, 23-36.
40. Roberts, J. M. （1964）. The self-management of cultures.In W. H. Goodenough （Ed.）, Explorations in cultural anthropology （pp. 433-454）. New York： McGraw-Hill.
41. Rosnow, R. L. （1977）. “Gossip and marketplace psychology. ” Journal of Communication , Vol. 27 （1）： 158-63.
42. Rosnow, R. L. （2001）. Rumor and gossip in interpersonal interaction and beyond: A social exchange perspective. In R. M. Kowalski （Ed.）, Behaving badly: Aversive behaviors in interpersonal relationships（pp. 203-232）. Washington, DC: American Psychological Association.
43. Rosnow, R. L. and Fine, G. A. （1976）. Rumor and Gossip : The Social Psychology of Hearsay. New York, Elsevier.
44. Salancik, G. R., & Pfeffer, J. （1978）. A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23（2）, 224-253.
45. Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. （2002）. The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies: An Interdisciplinary Forum on Subjective Well-Being, 3（1）, 71-92.
46. Suls, J. M. （1977）. Gossip as social comparison.Journal of Communication, 27, 164-168.
47. Wert, S. R., & Salovey, P. （2004）. A Social Comparison Account of Gossip. Review of General Psychology, 8（2）, 122-137.
48. Yucel, M., & Moulder, R. G. （2024）. Gossiping for a Reason - Revised Gossip Functions Questionnaire （RGFQ）. Psychological Test Adaptation and Development, 5（1）, 216-228. |
| 描述: | 碩士
國立政治大學
企業管理研究所(MBA學位學程)
112363107 |
| 資料來源: | http://thesis.lib.nccu.edu.tw/record/#G0112363107 |
| 資料類型: | thesis |
| 顯示於類別: | [企業管理研究所（MBA學位學程）] 學位論文
|
文件中的檔案:
| 檔案 |
大小 | 格式 | 瀏覽次數 |
|---|
| index.html | 0Kb | HTML | 0 | 檢視/開啟 |
|
在政大典藏中所有的資料項目都受到原著作權保護.
|
