「罵」有用嗎？以資源保存理論看不當督導對部屬的影響

The Relationship among Abusive Supervision, Subordinates' Job Attitudes and Personality Hardiness: A Conservation of Resource Theory Perspective

10.6147/JHRM.2013.1301.04

許境頤(Chin-Yi Hsu)；江彧慈(Yu-Tzu Chiang)

不當督導 ； 工作倦怠 ； 工作投入 ； 人格韌性 ； abusive supervision ； burnout ； job involvement ； hardiness

人力資源管理學報

13卷1期（2013 / 03 / 01）

81 - 104

繁體中文

本研究採資源保存理論的觀點，探討不當督導對個體的影響歷程。本研究視不當督導為狀態資源與外在資源，人格韌性為個人特徵資源，探討在不當督導的環境下，個人的工作倦怠與人格韌性對其工作投入之影響。本研究以10家科技業中在職且有直屬主管之工程師和技術員為對象，分兩階段進行資料收集，共獲得300筆有效資料。研究結果顯示，在控制共事年資、與主管性別相同與否和社會期許等變項後，工作倦怠對不當督導及工作投入具中介效果，而人格韌性則可調節不當督導與工作倦怠之關係。

Taking the perspective of Conservation of Resource Theory (COR), we investigated the impact of abusive supervision on subordinates' burnout and job involvement. We also examined the moderating role of subordinates' personality hardness in the above relationship. Data was collected at two time periods from 300 participants, separated by a one month interval, to avoid common method variance. Results suggested that abusive supervision was negatively related to subordinates' job involvement and subordinates' burnout mediated this relationship. Subordinates' personality hardiness moderated the positive relationship between abusive supervision and burnout, such that the relationship was weaker in individuals with high personality hardiness. The theoretical and practical implications of this study were also discussed.

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