探討不當督導對工作績效及工作家庭衝突的影響：勤勉性與合群性之干擾效果

Exploring the Relationships between Abusive Supervision and Job Performance, Work-Family Conflict: The Moderating Roles of Conscientiousness and Agreeableness

10.6147/JHRM.2016.1604.04

王翊安(I-An Wang)；廖瑞原(Ruei-Yuan Liao)；林慧菁(Hui-Ching Lin)

不當督導 ； 勤勉性 ； 合群性 ； 工作家庭衝突 ； 工作績效 ； abusive supervision ； conscientiousness ； agreeableness ； work-family conflict ； job performance

人力資源管理學報

16卷4期（2016 / 12 / 01）

81 - 102

繁體中文

不當督導在實務與學術界都是相當受到重視的議題，本研究將以資源保存理論解釋並處理目前研究結果存在不一致的問題。基於不同的人格特質面對不當督導時有不同的知覺及反應，因此，在工作績效及工作─家庭衝突也會有不同的表現。本研究不同時間點衡量服務人員的知覺主管不當對待、工作家庭衝突與工作績效關係，共獲得可用的樣本數為282份，研究發現：員工勤勉性特質越高時，能減緩不當督導對工作績效與工作－家庭衝突的負向影響。再者，在員工合群性越高時，不當督導對工作績效與工作－家庭衝突的負向影響則增強。本研究基於研究發現的理論貢獻，提出具體管理意涵與未來研究方向供實務界與研究者參考。

Based on the perspective of conservation of resource, we examined the relationships between abusive supervision and job performance, work-family conflict. In addition, we also examined the moderating effects of personality traits (i.e., conscientiousness and agreeableness) on above relationships. Among the sample from first-line service workers (n = 282), results indicated that high conscientiousness attenuated the positive relationship between abusive supervision and work-family conflict. Furthermore, high conscientiousness reduced the negative impact of abusive supervision on job performance. Moreover, high agreeableness positively moderated the relationship between abusive supervision and work-family conflict. Finally, agreeableness strengthened the negative impact of abusive supervision on job performance. Theoretical and practical implications are also discussed.

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