主管心情感染與員工創新行?的關係：敬業貢獻與工作倦怠的中介角色

The Relationships between Supervisor's Mood Contagion and Employee's Innovative Behavior: The Mediating Roles of Work Engagement and Burnout

10.6147/JHRM.2011.1102.02

張火燦(Huo-Tsan Chang)；劉嘉雯(Jia-Wen Liou)；許宏明(Hung-Ming Hsu)；繆敏志(Min-Chih Miao)；童志隆(Chih-Lung Tung)

心情感染 ； 敬業貢獻 ； 工作倦怠 ； 創新行為 ； mood contagion ； work engagement ； burnout ； innovative behavior

人力資源管理學報

11卷2期（2011 / 06 / 01）

1 - 24

繁體中文

本研究主要是在探討廣告公司創意部門的主管其正向及負向心情感染對廣告設計人員之創新行爲的影響路徑，並探討敬業貢獻與工作倦怠在上述路徑所扮演的中介角色。本研究採用配對樣本的方式進行問卷調查，以結構方程模式進行路徑分析。本研究結果顯示：(1)主管正向心情表現會經由員工正向心情感受正向影響員工敬業貢獻；(2)員工正向心情感受會經由敬業貢獻正向影響創新行爲；(3)主管負向心情表現會經由員工負向心情感受正向影響工作倦怠，但不會對創新行爲產生顯著之影響。本研究提出研究結論與管理意涵之討論。

This study explored the relationships between supervisors' positive and negative mood contagion and employees' innovative behavior. We focused on the mediating effect of work engagement and burnout. Subjects in this study were 123 dyads of supervisors and employees from the creative department of advertising companies. Structural Equation Modeling was employed to test the hypotheses. Findings showed that: (1) employees' positive mood experience mediated the positive relationship between supervisors' positive mood expression and employees' work engagement. (2) Work engagement mediated the positive relationship between employee's positive mood experience and innovative behavior. (3) Employees' negative mood experience mediated the positive relationship between supervisors' negative mood expression and employees' burnout, but this influence subsequently did not affect employees' innovative behavior. The theoretical and practical implications are also discussed.

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