题名

急性子主管不好嗎？主管時間緊迫性格對不當督導之影響

并列篇名

Are Urgent Leaders Bad for Subordinates? The Influence of Leader Time Urgency on Abusive Supervision

DOI

10.6147/JHRM.2017.1701.02

作者

汪美伶(Mei-Ling Wang)；李俊賢(Chun-Hsien Lee)

关键词

領導部屬交換理論 ； 時間緊迫性格 ； 不當督導 ； 相對剝奪理論 ； leader-member exchange theory ； time urgency ； abusive supervision ； relative deprivation theory

期刊名称

人力資源管理學報

卷期/出版年月

17卷1期（2017 / 03 / 01）

页次

35 - 58

内容语文

繁體中文
中文摘要

本研究整合領導部屬交換（leader-member exchange，簡稱LMX）理論與相對剝奪理論，驗證主管的時間緊迫性格、LMX 等前因變項，對不當督導的直接影響，並探討主管的時間緊迫性格對LMX 與不當督導關係間的調節效果。是故，本研究以金融機構的小額信貸電話行銷團隊主管及其部屬為研究對象，利用問卷方式蒐集53 位團隊主管與361 位部屬之資料，採用二層次階層線性模式進行分析。結果發現，團隊主管的時間緊迫性格、LMX 均對不當督導產生負向影響，主管的時間緊迫性格亦會減緩LMX 對不當督導的負向影響。針對上述結果，本研究提出理論意涵與管理建議。
英文摘要

Integrating leader-member exchange (LMX) theory with relative deprivation theory, this study investigated the effects of leader time urgency and LMX on abusive supervision and explored the moderating effect of leader time urgency on the negative relationship between LMX and abusive supervision. Data was collected from 53 team managers and in their 361 subordinates in charge of promoting small loans by telemarketing in the financial institution of Taiwan, and was analyzed conducting two-level hierarchical linear modeling. The results show that both leader time urgency and LMX had positive effects on abusive supervision. In addition, leader time urgency weakened the negative effect of LMX on abusive supervision. Both theoretical and practical implications are discussed.
主题分类 社會科學 > 心理學
社會科學 > 社會學
社會科學 > 經濟學
社會科學 > 管理學
社會科學 > 法律學
参考文献
  1. 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，50，201-221。
    連結：
  2. 吳宗祐、甘雅菱、溫宗霖、廖紘億(2016)。被主管苛責，找奧客出氣？由自我控制損害與社會學習之觀點探討主管不當督導到服務人員情緒宣洩的心理機制。人力資源管理學報，16(3)，61-92。
    連結：
  3. 林姿葶、鄭伯壎(2014)。鑒往知來：領導研究中的時間議題。中華心理學刊，56，237-255。
    連結：
  4. 林姿葶、鄭伯壎(2007)。性別與領導角色孰先孰後？主管－部屬性別配對，共事時間及家長式領導。中華心理學刊，49，433-450。
    連結：
  5. 林鉦棽、彭台光(2006)。多層次管理研究：分析層次的概念、理論和方法。管理學報，23，649-675。
    連結：
  6. 姜定宇、鄭伯壎(2014)。華人差序式領導的本質與影響歷程。本土心理學研究，42，285-357。
    連結：
  7. 胡昌亞、鄭瑩妮(2014)。不當督導研究回顧與前瞻。中華心理學刊，56，191-214。
    連結：
  8. 熊欣華、陳欽洲(2012)。自己人更優惠，或是更辛苦？領導部屬交換關係中的矛盾。人力資源管理學報，12(4)，29-52。
    連結：
  9. Aiken, L. S.,West, S. G.(1991).Multiple regression: Testing and interpreting interactions.Newbury Park, CA:Sage.
  10. Anderson, J. C.,Gerbing, D. W.(1988).Structural equation modeling in practice: A review and recommended two-step approach.Psychological Bulletin,103,411-423.
  11. Antonakis, J.,Day, D. V.,Schyns, B.(2012).Leadership and individual differences: At the cusp of a renaissance.The Leadership Quarterly,23,643-650.
  12. Aryee, S.,Chen, Z. X.,Sun, L. Y.,Debrah, Y. A.(2007).Antecedents and outcomes of abusive supervision: Test of a trickle-down model.Journal of Applied Psychology,92,191-201.
  13. Baron, R. A.,Neuman, J. H.,Geddes, D.(1999).Social and personal determinants of workplace aggression: Evidence for the impact of perceived injustice and the Type A behavior pattern.Aggressive Behavior,25,281-296.
  14. Beckers, D. G. J.,van der Linden, D.,Smulders, P. G. W.,Kompier, M. A. J.,van Veldhoven, M. J. P. M.,van Yperen, N. W.(2004).Working overtime hours: relations with fatigue, work motivation, and the quality of work.Journal of Occupational and Environmental Medicine,46,1282-1289.
  15. Bettencourt, B.,Talley, A.,Benjamin, A. J.,Valentine, J.(2006).Personality and aggressive behavior under provoking and neutral conditions: A meta-analytic review.Psychological Bulletin,132,751-777.
  16. Bluedorn, A. C.,Jaussi, K. S.(2008).Leaders, followers, and time.The Leadership Quarterly,19,654-668.
  17. Boddy, C. R.(2011).Corporate psychopaths, bullying and unfair supervision in the workplace.Journal of Business Ethics,100,367-379.
  18. Bolino, M. C.,Turnley, W. H.(2009).Relative deprivation among employees in lower-quality leadermember exchange relationships.The Leadership Quarterly,20,276-286.
  19. Chen, J.,Nadkarni, S.(2016).It's about time! CEOs' temporal dispositions, temporal leadership, and corporate entrepreneurship.Administrative Science Quarterly
  20. Conte, J. M.,Landy, F. J.,Mathieu, J. E.(1995).Time urgency: Conceptual and construct development.Journal of Applied Psychology,80,178-185.
  21. Conte, J. M.,Mathieu, J. E.,Landy, F. J.(1998).The nomological and predictive validity of time urgency.Journal of Organizational Behavior,19,1-13.
  22. Conte, J. M.,Ringenbach, K. L.,Moran, S. K.,Landy, F. J.(2001).Criterion-validity evidence for time urgency: Associations with burnout, organizational commitment, and job involvement in travel agents.Applied H.R.M. Research,6,129-134.
  23. Das, T. K.(1993).Time in management and organization studies.Time & Society,2,267-274.
  24. Dienesch, R. M.,Liden, R. C.(1986).Leader-member exchange model of leadership: A critique and further development.Academy of Management Review,11,618-634.
  25. Djurkovic, N.,McCormack, D.,Casimir, G.(2004).The physical and psychological effects of workplace bullying and their relationship to intention to leave: A test of the psychosomatic and disability hypotheses.International Journal of Organization Theory and Behavior,7,469-497.
  26. Eissa, G.,Lester, S. W.(2016).Supervisor role overload and frustration as antecedents of abusive supervision: The moderating role of supervisor personality.Journal of Organizational Behavior
  27. Erdogan, B.,Bauer, T. N.(2010).Differentiated leader-member exchanges: The buffering role of justice climate.Journal of Applied Psychology,95,1104-1120.
  28. Erdogan, B.,Liden, R. C.,Kraimer, M. L.(2006).Justice and leader-member exchange: The moderating role of organizational culture.Academy of Management Journal,49,395-406.
  29. Furst, S. A.,Cable, D. M.(2008).Employee resistance to organizational change: Managerial influence tactics and leader-member exchange.Journal of Applied Psychology,93,453-462.
  30. George, J. M.(1990).Personality, affect, and behavior in groups.Journal of Applied Psychology,75,107-116.
  31. Gevers, J. M.,Rutte, C. G.,Van Eerde, W.(2006).Meeting deadlines in work groups: Implicit and explicit mechanisms.Applied Psychology,55,52-72.
  32. Graen, G. B.,Scandura, T. A.(1987).Toward a psychology of dyadic organizing.Research in Organizational Behavior,9,175-208.
  33. Graen, G. B.,Uhl-Bien, M.(1995).Relationship-based approach to leadership: Development of leadermember exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective.The Leadership Quarterly,6,219-247.
  34. Greenberg, J.(Ed.),Cropanzano, R.(Ed.)(2001).Advances in organizational justice.Stanford, CA:Stanford University Press.
  35. Halbesleben, J. R.,Novicevic, M. M.,Harvey, M. G.,Buckley, M. R.(2003).Awareness of temporal complexity in leadership of creativity and innovation: A competency-based model.The Leadership Quarterly,14,433-454.
  36. Harris, K. J.,Harvey, P.,Kacmar, K. M.(2011).Abusive supervisory reactions to coworker relationship conflict.The Leadership Quarterly,22,1010-1023.
  37. 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,18,264-280.
  38. Hofmann, D. A.(1997).An overview of the logic and rationale of hierarchical linear models.Journal of Management,23,723-744.
  39. Huang, X.(Ed.),Bond, M. H.(Ed.)(2012).Handbook of Chinese organizational behavior: Integrating theory, research and practice.Cheltenham, UK:Edward Elgar.
  40. James, L. R.(1982).Aggregation bias in estimates of perceptual agreement.Journal of Applied Psychology,67,219-229.
  41. Khan, A. K.,Moss, S.,Quratulain, S.,Hameed, I.(2016).When and how subordinate performance leads to abusive supervision: A social dominance perspective.Journal of Management
  42. Landy, F. J.,Rastegary, H.,Thayer, J.,Colvin, C.(1991).Time urgency: The construct and its measurement.Journal of Applied Psychology,76,644-657.
  43. Lian, H.,Ferris, D. L.,Brown, D. J.(2012).Does taking the good with the bad make things worse? How abusive supervision and leader-member exchange interact to impact need satisfaction and organizational deviance.Organizational Behavior and Human Decision Processes,117,41-52.
  44. Martinko, M. J.,Harvey, P.,Brees, J. R.,Mackey, J.(2013).A review of abusive supervision research.Journal of Organizational Behavior,34(S1),120-137.
  45. Martinko, M. J.,Harvey, P.,Sikora, D.,Douglas, S. C.(2011).Perceptions of abusive supervision: The role of subordinates' attribution styles.The Leadership Quarterly,22,751-764.
  46. Martinko, M. J.,Sikora, D.,Harvey, P.(2012).The relationships between attribution styles, LMX, and perceptions of abusive supervision.Journal of Leadership & Organizational Studies,19,397-406.
  47. Mitchell, M. S.,Ambrose, M. L.(2007).Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs.Journal of Applied Psychology,92,1159-1168.
  48. Mohammed, S.,Alipour, K. K.(2014).It's time for temporal leadership: Individual, dyadic, team, and organizational effects.Industrial and Organizational Psychology,7,178-182.
  49. Mohammed, S.,Angell, L. C.(2004).Surface‐and deep‐level diversity in workgroups: Examining the moderating effects of team orientation and team process on relationship conflict.Journal of Organizational Behavior,25,1015-1039.
  50. Mohammed, S.,Harrison, D. A.(2013).The clocks that time us are not the same: A theory of temporal diversity, task characteristics, and performance in teams.Organizational Behavior and Human Decision Processes,122,244-256.
  51. Mohammed, S.,Nadkarni, S.(2011).Temporal diversity and team performance: The moderating role of team temporal leadership.Academy of Management Journal,54,489-508.
  52. Murnighan, J. L.(Ed.)(1981).Social psychology in organizations: Advances in theory and research.Greenwich, CT:JAI Press.
  53. Olson, J. M.,Roesesc, N. J.,Meen, J.,Robertson, D. J.(1995).The preconditions and consequences of relative deprivation: Two field studies1.Journal of Applied Social Psychology,25,944-964.
  54. Op't Hoog, T.(2009).Netherlands,Eindhoven University of Technology.
  55. Ordonez, L.,Benson, L.(1997).Decisions under time pressure: How time constraint affects risky decision making.Organizational Behavior and Human Decision Processes,71,121-140.
  56. Podsakoff, P. M.,Organ, D. W.(1986).Self-reports in organizational research: Problems and prospects.Journal of Management,12,531-544.
  57. Salas, E.(Ed.),Goodwin, G. F.(Ed.),Burke, C. S.(Ed.)(2009).Team effectiveness in complex organizations: Cross-disciplinary perspectives and approaches.New York, NY:Routledge.
  58. Scandura, T. A.(1999).Rethinking leader-member exchange: An organizational justice perspective.The Leadership Quarterly,10,25-40.
  59. Sparrowe, R. T.,Liden, R. C.(1997).Process and structure in leader-member exchange.Academy of Management Review,22,522-552.
  60. Svenson, O.(Ed.),Maule, A. J.(Ed.)(1993).Time pressure and stress in human judgment and decision-making.New York, NY:Plenum Press.
  61. Tepper, B. J.(2007).Abusive supervision in work organizations: Review, synthesis, and research agenda.Journal of Management,33,261-289.
  62. Tepper, B. J.(2000).Consequences of abusive supervision.Academy of Management Journal,43,178-190.
  63. Tse, H. H. M.,Dasborough, M. T.,Ashkanasy, N. M.(2008).A multi-level analysis of team climate and interpersonal exchange relationships at work.Leadership Quarterly,19,195-211.
  64. Van den Bos, K.(2001).Uncertainty management: The influence of uncertainty salience on reactions to perceived procedural fairness.Journal of Personality and Social Psychology,80,931-941.
  65. Vandekerckhove, W.,Commers, M. S. R.(2003).Downward workplace mobbing: A sign of the times?.Journal of Business Ethics,45,41-50.
  66. Waller, M. J.,Giambatista, R. C.,Zellmer-Bruhn, M. E.(1999).The effects of individual time urgency on group polychronicity.Journal of Managerial Psychology,14,244-257.
  67. Wang, M. L.,Hsieh, Y. H.(2016).Do gender differences matter to workplace bullying?.Work,53,631-638.
  68. Wright, L.(1988).The Type A behavior pattern and coronary artery disease: Quest for the active ingredients and the elusive mechanism.American Psychologist,43,2-14.
  69. Yam, K. C.,Fehr, R.,Keng-Highberger, F. T.,Klotz, A. C.,Reynolds, S. J.(2016).Out of control: A selfcontrol perspective on the link between surface acting and abusive supervision.Journal of Applied Psychology,101,292-301.
  70. Zhang, Y.,Bednall, T. C.(2016).Antecedents of abusive supervision: A meta-analytic review.Journal of Business Ethics,139,455-471.
  71. Zhang, Y.,Liao, Z.(2015).Consequences of abusive supervision: A meta-analytic review.Asia Pacific Journal of Management,32,959-987.
  72. Zimbardo, P. G.,Boyd, J. N.(1999).Putting time in perspective: A valid, reliable individual-differences metric.Journal of Personality and Social Psychology,77,1271-1288.
被引用次数
  1. 張騰睿,林月雲(2023)。不當督導整合型架構：台灣文獻分析。科技與人力教育季刊，9卷3、4，65-91。
  2. (2024)。華人組織中的人際關係：回顧與展望。中華心理學刊，66(1)，153-193。
print cancel