政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/59706
English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  全文筆數/總筆數 : 113822/144841 (79%)
造訪人次 : 51769331      線上人數 : 529
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
搜尋範圍 查詢小技巧：
  • 您可在西文檢索詞彙前後加上"雙引號"，以獲取較精準的檢索結果
  • 若欲以作者姓名搜尋，建議至進階搜尋限定作者欄位，可獲得較完整資料
    •  進階搜尋
    政大機構典藏 > 理學院 > 心理學系 > 學位論文 >  Item 140.119/59706


    請使用永久網址來引用或連結此文件: https://nccur.lib.nccu.edu.tw/handle/140.119/59706


    題名: 不當督導行為與部屬後果之關係—負面情緒的中介效果
    The relationship of abusive supervision and subordinate consequences—the mediation effect of negative emotion
    作者: 張真瑜
    貢獻者: 胡昌亞
    張真瑜
    關鍵詞: 不當督導
    情感事件理論
    負面情緒
    傳統性
    情緒調控
    Abusive Supervision
    Affective Event Theory
    negative emotions
    traditionality
    emotion regulation
    日期: 2011
    上傳時間: 2013-09-03 13:28:16 (UTC+8)
    摘要: 目前對於不當督導與部屬後果之關係的心理機制研究，大部分侷限於組織正義的範疇裡，本研究根據情感事件理論，提出部屬之負面情緒在不當督導與部屬反應間的中介角色，不當督導藉由引發部屬的負面情緒，影響其工作滿意、情緒耗竭及離職意圖；本研究進一步探討個人的傳統性、認知再評估情緒調控策略在部屬不當督導知覺和負面情緒之關係的調節效果，此外，研究並假設個人壓抑式與認知再評估情緒調控，會調節部屬負面情感與工作滿意、離職意圖及情緒耗竭的關係。本研究採便利取樣，共收集218筆有直屬主管之在職員工資料，經階層迴歸分析發現，一，憤怒情緒具有中介效果：知覺不當督導關係到部屬憤怒情緒的升高，進而工作滿意低落、情緒耗竭嚴重及離職意圖增加；二，認知再評估能緩衝知覺不當督導與害怕情緒的關係；三，認知再評估高的部屬，其害怕情緒和工作滿意的相關較弱。本研究有助於管理者體認工作情緒在不當督導對部屬影響的重要性，並指出認知再評估情緒調控策略，對於減緩員工負面情緒及負面後果的助益。最後，針對研究限制、未來研究方向提出說明與建議。
    Current examinations of the psychological mechanism of abusive supervision and subordinate consequences focus mostly on organizational justice. According to Affective Event Theory, the present study proposed that subordinates’ negative emotions may mediate the relationship between abusive supervision and subordinate job satisfaction, emotion exhaustion, and intention to leave. Further, the study investigated the moderating effect of subordinates’ traditionality and two emotion regulation strategies, cognitive reappraisal and expressive inhibition, in the above relationships.
    Hierarchical regression analyses on data collected from a sample of 218 full-time employees in Taiwan were used to test the proposed hypotheses. Results show that anger mediated the positive relationship between abusive supervision and employee outcomes such that abusive supervision is positively correlated with subordinates’ anger, which further leads to lower job satisfaction, higher emotion exhaustion and intention to leave. Second, cognitive reappraisal moderated the relationship between abusive supervision and subordinates’ fear as well as the relationship between subordinates’ fear and job satisfaction. Those findings indicated the importance of subordinates’ emotions and the buffering effect of cognitive reappraisal in the relationship between abusive supervision and subordinate consequences. Based on the results of the study, limitations, practional implications and suggestions for future research are discussed.
    參考文獻: 中文部分
    吳宗祐 (2008)。由不當督導到情緒耗竭：部屬正義知覺與情緒勞動的中介效果。中華心理學刊，50(2)，201-221。
    吳宗祐、徐瑋玲、鄭伯壎 (2002)。怒不可遏或忍氣吞聲？華人企業組織中主管威導行為與部屬憤怒情緒反應的關係。本土心理學研究，18，13-50。
    吳宗祐、鄭伯壎 (2006)。難應付客戶頻次、知覺服務訓練效用兩者及情緒勞動與情緒耗竭之關係——「資源保存理論」的觀點。管理學報，95，581-599。
    李東仁 (2009)。家長式領導影響部屬情緒反應之探討--部屬的心理傳統性之調節作用。國立中山大學，高雄市。
    林宜美、翁嘉英 (2002)。冠狀動脈心臟病與頭痛的敵意型態比較。中華心理學刊，44(2)，211-226。
    翁嘉英、林宜美、呂碧鴻、陳秀蓉、吳英璋、鄭逸如 (2008)。短式華人敵意量表之發展與信效度考驗。測驗學刊，55(3)，463-487。
    張詩音 (2007)。人際關係中的情緒表現。未出版之碩士論文。臺灣大學心理學研究所，台北市。
    陳彥宇 (2009)。 不當督導與員工偏差行為之關係：傳統性、權力跨距與知覺同事支持的調節效果。未出版之碩士論文。國立臺灣科技大學企業管理系，台北市。
    彭台光、高月慈、林鉦棽 (2006)。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報 23(1)，77-98。
    黃光國 (2009)。儒家關係主義: 哲學反思。理論建構與實徵研究。台北市:心理。
    楊宜憓 (1999)。台灣大學生的情緒經驗與社會關係。未出版之碩士論文。台灣大學心理學研究所，台北市。
    楊國樞 (1988)。中國人與自然、他人、自我的關係。在文崇一、蕭新煌編，中國人：觀念與行為。台北: 巨流圖書公司。
    楊國樞 (1989)。中國人的個人傳統性與現代性：概念與測量。台北:桂冠圖書。
    楊國樞 (1993)。中國人的社會取向：社會互動的觀點。在楊國樞、余安邦編，中國人的心理與行為─理念與方法篇 (頁87-142)。台北:桂冠。
    蔡育菁 (2008)。組織中的挫折經驗：偏差管理與退縮行為之研究。中原大學心理學研究所，桃園縣。
    鄭伯壎、周麗芳、樊景立 (2000)。家長式領導量表：三元模式的建構與測量。本土心理學研究，14，3-64。
    蘇守謙 (2000)。資訊人員職業焦崩與離職決策研究。未出版之博士論文。國立中央大學，桃園縣。
    英文部分
    Abraham, R. (1999). The impact of emotional dissonance on organizational commitment and intention to turnover. Journal of Psychology, 133(4), 441.
    Aryee, S., Chen, Z. X., Sun, L., & Debrah, Y. A. (2007). Antecedents and outcomes of abusive supervision: Test of a trickle-down model. Journal of Applied Psychology, 92(1), 191-201.
    Averill, J. R. (1982). Anger and aggression: An essay on emotion. New York: Springer-Verlag.
    Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Pshycology, 51, 1173-1182.
    Barsky, A., Kaplan, S. A., & Beal, D. J. (2011). Just feelings? The role of affect in the formation of organizational fairness judgments. Journal of Management, 37(1), 248-279.
    Brehm, S. S., & Brehm, J. W. (1981). Psychological reactance: A theory of freedom and control. New York: Academic Press.
    Butler, E. A., Egloff, B., Wlhelm, F. H., Smith, N. C., Erickson, E. A., & Gross, J. J. (2003). The social consequences of expressive suppression. Emotion, 3(1), 48-67.
    Butler, E. A., Lee, T. L., & Gross, J. J. (2007). Emotion regulation and culture: Are the social consequences of emotion suppression culture-specific? Emotion, 7(1), 30-48.
    Cammann, C., Fichman, M., Jenkins, G. D., & Klesh, J. R. (1983). Assessing the attitudes and perceptions of organizational members. In S. E. Seashore, E. E. Lawler, P. H. Mirvis & C. Cammann (Eds.), Assessing organizational change (pp. 71-138). New York: John Wiley.
    Cannon, W. B. (1932). The wisdom of the body (2 ed.). New York: Norton Pubs.
    Cheng, B. S., Chou, L. F., Huang, M. P., Wu, T. Y., & Farh, J.-L. (2004). Paternalistic leadership and subordinate responses: Establishing a leadership model in Chinese organizations. Asian Journal of Social Psychology, 7(1), 89-117.
    Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400.
    Costa, P. T., & McCrae, R. R. (1980). Influence of extraversion and neuroticism on subjective well-being: Happy and unhappy people. Journal of Personality and Social Psychology, 38, 668-678.
    Costa, P. T., & McCrae, R. R. (1992). Revised NEO Personality Inventory（NEO-PI-R）and NEO Five-Factor（NEO-FFI）Inventory professional manual. Odessa, FL: PAR.
    Darwin, C. (1965). The expression of the emotions in man and animals. Chicago: University of Chicago Press.
    Duffy, M. K., Ganster, D. C., & Pagon, M. (2002). Social undermining in the workplace. The Academy of Management Journal, 45(2), 331-351.
    Farh, J. L., Earley, P. C., & Lin, S.-C. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative Science Quarterly, 42, 421-444.
    Farh, J. L., Hackett, R. D., & Liang, J. (2007). Imdividual-level cultural values as moderators of perceived organizational support -- employee outcome relationships in China: Comparing the effects of power distance and traditionality. Academy of Management Journal, 50(3), 715.
    Fischer, A. H., & Jansz, J. (1995). Reconciling emotions with western personhood. Journal for the Theory of Social Behaviour, 25(1), 59–80.
    Fischer, A. H., Rodriguez, P. M., vanVianen, E. A. M., & Manstead, A. S. R. (2004). Gender and culture differences in emotion. Emotion, 4(1), 87-94.
    Fisher, C. D. (2000). Mood and emotions while working: missing pieces of job satisfaction? Journal of Organizational Behavior, 21(2), 185-202.
    Frijda, N. H. (1993). Moods, emotion episodes, and emotions. In M. Lewis & J. M. Havilan (Eds.), Handbook of emotions (pp. 381-403). New York: Guilford Press.
    Gabrenya, W. K., & Hwang, K. K. (1996). Chinese social interaction: Harmony and hierarchy on the good earth. In M. H. Bond (Ed.), Handbook of Chinese Psychology (pp. 309-321). Hong Kong: Oxford University Press.
    Glasø, L., Vie, T. L., Holmdal, G. R., & Einarsen, S. (2010). An application of affective events theory to workplace bullying. European Psychologist.
    Grandey, A. A. (2000). Emotional regulation in the workplace: A new way to conceptualize emotional labor. Journal of Occupational Health Psychology, 5(1), 95-110.
    Grandey, A. A., Kern, J. H., & Frone, M. R. (2007). Verbal abuse from outsiders versus Iinsiders: Comparing frequency, impact on emotional exhaustion, and the role of emotional labor. Journal of Occupational Health Psychology, 12(1), 63-79.
    Grandey, A. A., Tam, A. P., & Brauburger, A. L. (2002). Affective states and traits in the workplace: Diary and survey data from young workers. Motivation and Emotion, 26(1), 31-55.
    Gross, J. J. (1998). Antecedent- and response-focused emotion regulation: Divergent consequences for experience, expression, and physiology. Journal of Personality and Social Psychology, 74(1), 224-237.
    Gross, J. J. (2002). Emotion regulation: Affective, cognitive, and social consequences. Psychophysiology, 39(3), 281-291.
    Gross, J. J., & John, O. P. (2003). Individual differences in two emotion regulation processes: Implications for affect, relationships, and well-being. Journal of Personality and Social Psychology, 85(2), 348-362.
    Hanisch, K. A., & Hulin, C. L. (1990). Job attitudes and organizational withdrawal: An examination of retirement and other voluntary withdrawal behaviors. Journal of Vocational Behavior, 37(1), 60-78.
    Harvey, P., Stoner, J., Hochwarter, W., & Kacmar, C. (2007). Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. The Leadership Quarterly, 18(3), 264-280.
    Hershcovis, M. S., Turner, N., Barling, J., Inness, M., LeBlanc, M. M., Arnold, K. A., et al. (2007). Predicting workplace aggression: A meta-analysis. Journal of Applied Psychology, 92(1), 228-238.
    Hom, P. W., Griffeth, R. W., & Sellaro, C. L. (1984). The validity of Mobley`s (1977) model of employee turnover. Organizational Behavior and Human Performance, 34, 141-174.
    Hui, C., Lee, C., & Rousseau, D. M. (2004). Employee relationships in China: Do workers relate to the organization or to people? Organization science, 15, 232-240.
    John, O. P., & Gross, J. J. (2004). Healthy and unhealthy emotion regulation: Personality processes, individual differences, and life span development. Journal of Personality, 72(6), 1301-1334.
    John, O. P., & Gross, J. J. (2007). Individual differences in emotion regulation. In J. J. Gross (Ed.), Handbook of emotion regulation. New York: Guilford Press.
    Keashly, L. (1998). Emotional abuse in the workplace: Conceptual and empirical issues. Journal of Emotional Abuse, 1, 85-117.
    Keashly, L., Trott, V., & MacLean, L. (1994). Abusive behavior in the workplace: A preliminary investigation. Violence and Victims, 9(4), 341.
    Kenny, D. A., Kashy, D. A., & Bolger, N. (1998). Data analysis in social psychology. In D. Gilbert, S. Fiske & G. Lindzey (Eds.), The handbook of social psychology (4 ed., Vol. 1, pp. 233-265). Boston: MA: McGraw-Hill.
    Kilpatrick, A. O. (1989). Burnout correlates and validity of research designs in a large panel of studies. Journal of Health and Human Resources Administration, 12, 24-45.
    Lazarus, R. S. (1991a). Emotion and adaptation Handbook of personality: Theory and Research (pp. 609-637). New York: Guilford.
    Lazarus, R. S. (1991b). Progress on a cognitive-motivational-relational theory of emotion. American Psychologist, 46(8), 819-834.
    Lazarus, R. S., & Alfert, E. (1964). Short-circuiting of threat by experimentally altering cognitive appraisal. The Journal of Abnormal and Social Psychology, 62(2), 195-205.
    LeBreton, J. M., Binning, J. F., Adorno, A. J., & Melcher, K. M. (2004). Importance of personality and job-specific affect for predicting job attitudes and withdrawal behavior. Organizational Research Methods, 7(3), 300.
    Levin, I., & Stokes, J. P. (1989). Dispositional approach to job satisfaction: Role of negative affectivity. Journal of Applied Psychology, 74, 752-758.
    Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Occupational Behavior, 2(2), 99-113.
    Maslach, C., & Jackson, S. E. (1985). The role of sex and family variables in burnout. Sex Roles, 12, 837-851.
    Mignonac, K., & Herrbach, O. (2004). Linking work events, affective states, and attitudes: An empirical study of managers` emotions. Journal of Business and Psychology, 19(2), 221-240.
    Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159-1168.
    Morris, J. A., & Feldman, D. C. (1996). The dimensions, antecedents, and consequences of emotional labor. Academy of Management. The Academy of Management Review, 21(4), 986.
    Morris, W. N. (1989). Mood: The frame of mind. Berlin: Springe r.
    Richards, J. M., & Gross, J. J. (2000). Emotion regulation and memory: The cognitive costs of keeping one`s cool. Journal of Personality and Social Psychology, 79(3), 410-424.
    Schat, A. C. H., Desmarais, S., & Kelloway, E. K. (2006). Exposure to workplace aggression from multiple sources : Validation of a measure and test of a model. Canada: McMaster University, Hamilton.
    Schaufeli, W., & Bakker, A. B. (2003). Utrecht work engagament scale-Preliminary Manual.Unpublished manuscript.
    Shaver, P., Schwartz, J., Kirson, D., & O`Connor, C. (1987). Emotion knowledge: Further exploration of a prototype approach. Journal of Personality and Social Psychology, 52(6), 1061-1086.
    Sheppes, G., Catran, E., & Meiran, N. (2009). Reappraisal (but not distraction) is going to make you sweat: Physiological evidence for self-control effort. International Journal of Psychophysiology, 71(2), 91-96.
    Sjöberg, A., & Sverke, M. (2000). The interactive effect of job involvement and organizational commitment on job turnover revisited: A note on the mediating role of turnover intention. Scandinavian Journal of Psychology, 41(3), 247-252.
    Smith, T. W. (2006). Personality as risk and resilience in physical health. Current Directions in Psychological Science (Wiley-Blackwell), 15(5), 227-231.
    Suh, E., Diener, E., & Fujita, F. (1996). Events and subjective well-being: Only recent events matter. Journal of Personality and Social Psychology, 70(5), 1091-1102.
    Tam, W. W. (1998). An assessment of the relationships among organizational trust, organizational politics, and organizational justice, and their effects on merits pay outcomes in the Malaysian public sector. The Pennsylvania State University, Philadelphia, PA.
    Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178.
    Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261-289.
    Tepper, B. J., Duffy, M. K., Henle, C. A., & Lambert, L. S. (2006). Procedural injustice, victim precipitation, and abusive supervision. Personnel Psychology, 59(1), 101-123.
    Tepper, B. J., Hoobler, J., Duffy, M. K., & Ensley, M. D. (2004). Moderators of the relationships between coworkers` organizational citizenship behavior and fellow employees` attitudes. Journal of Applied Psychology, 89(3), 455-465.
    Watson, D., & Clark, L. A. (1992). On traits and temperament: General and specific factors of emotional experience and their relation to the five-factor model. Journal of Personality and Social Psychology, 40, 441-476.
    Wayne, S., Shore, L., & Linden, R. (1997). Percieved organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82-111.
    Weiss, H. M., & Beal, D. J. (2005). Reflections on affective events theory. The Effect of Affect in Organizational Settings (Research on Emotion in Organizations, Volume 1).
    Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes, and consequences of affective experiences at work. Research in Organizational Behaviour, 18, 1-74.
    Weiss, H. M., Suckow, K., & Cropanzano, R. (1999). Effects of justice conditions on discrete emotions. Journal of Applied Psychology, 84(5), 786-794.
    Widiger, T. A., Hurt, S. W., Frances, A., Clarkin, J. F., & Gilmore, M. (1984). Diagnostic efficiency and DSM-III. Arch Gen Psychiatry, 41, 1005–1012.
    Williams, R. B., Barefoot, J. C., & Shekelle, R. B. (1985). The heart consequences of hostility. In M. A. Chesney & R. H. Rosenman (Eds.), Anger and hostility in cardiovascular and behavioral disorders (pp. 173-185). Washington, DC: Hemisphere.
    Wright, R. A., & Brehm, S. S. (1982). Reactance as impression management: A critical review. Journal of Personality and Social Psychology, 42(4), 608-618.
    Wu, T., & Hu, C. (2009). Abusive supervision and employee emotional exhaustion: Dispositional antecedents and boundaries. Group & Organization Management, 34(2), 143.
    Yagil, D. (2006). The relationship of abusive and supportive workplace supervision to employee burnout and upward influence tactics. Journal of Emotional Abuse, 6(1), 49 - 65.
    Yang, K. S. (楊國樞) (2003). Methodological and theoretical issues on psychological traditionality and modernity research in an Asian society: In response to Kwang-Kuo Hwang and beyond. Asian Journal of Social Psychology, 6(3), 263－285.
    Zammuner, V. L., & Galli, C. (2005). Wellbeing: Causes and consequences of emotion regulation in work settings. International Review of Psychiatry, 17(5), 355.
    Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervision and subordinates` organizational citizenship behavior. Journal of Applied Psychology, 87(6), 1068-1076.
    描述: 碩士
    國立政治大學
    心理學研究所
    97752016
    100
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0097752016
    資料類型: thesis
    顯示於類別:[心理學系] 學位論文

    文件中的檔案:

    檔案 描述 大小格式瀏覽次數
    201601.pdf547KbAdobe PDF24168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.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - 回饋