题名

華人領導者的噓寒問暖與提攜教育：仁慈領導之雙構面模式

并列篇名

Life- and Work-oriented Considerate Behaviors of Leaders in Chinese Organizations: The Dual Dimensions of Benevolent Leadership

DOI

10.6254/2012.37.253

作者

林姿葶(Tzu-Ting Lin)；鄭伯壎(Bor-Shiuan Cheng)

关键词

工作照顧 ； 仁慈領導 ； 主管忠誠 ； 生活照顧 ； 角色內績效 ； 角色外行為 ； 遵從權威取向 ； benevolent leadership (BL) ； extra-role behavior ； in-role performance ； life-oriented considerate behaviors ； loyalty ； obedience-to-authority orientation ； work-oriented considerate behaviors

期刊名称

本土心理學研究

卷期/出版年月

37期（2012 / 06 / 30）

页次

253 - 302

内容语文

繁體中文
中文摘要

仁慈領導是華人企業組織中獨特且有效的領導方式，然而，過去研究卻多視其為單一構面，未能對其內涵或效果有更細緻的描述與探討。有鑑於此，本研究試圖透過再次分析仁慈領導的文化意涵，並與西方相似理論進行異同比較（領導者與部屬交換論、僕人式領導），來釐清華人仁慈領導的特殊行為構面。本研究認為華人仁慈領導可以分為兩個清楚的行為構面：其一為對部屬生活層面的關懷照顧，其二則為對部屬工作層面的教導照顧。藉由兩個華人企業組織中主管與部屬的對偶樣本，本研究分別確認了仁慈領導的雙因素模式與區辨效度。結構方程模型分析結果顯示，主管的態度與知覺會影響展現仁慈領導的程度，亦即，主管自身的遵從權威取向對生活照顧具有正向效果，而知覺部屬忠誠度則對生活照顧、工作照顧皆有正向效果；其次，主管的生活照顧、工作照顧分別單獨對部屬的角色外行為、角色內績效有正向影響效果。最後，本研究針對結果與研究貢獻進行討論，並提出管理實務意涵、研究限制及未來研究方向。
英文摘要

Benevolent leadership (BL), the caring for subordinates, is traceable to the monarchy, fatherly obligations, and the Confucianist principles of reciprocity, which is proved to have a significant and unique effect on various subordinate responses. After critically reviewing the extant literature and theoretically comparing with similar Western theories, namely leader-member exchange and servant leadership, we identify two constituent behavioral dimensions of BL: life-oriented and work-oriented considerate behaviors. We further propose and test a preliminary model concerning the antecedents, namely supervisor's obedience-to-authority orientation and perception of subordinate's loyalty, and the consequences, namely subordinate's extra-role behavior and in-role performance, of dual dimensions of BL. Our two samples comprised leader-follower dyads organizations situated throughout Taiwan using survey research techniques. Results from structured equation modeling (SEM) techniques supported our hypothesized model. Overall, our study extends benevolent leadership theory by providing an integrative mechanism of benevolent leadership, and emphasized the important role of life-oriented benevolent leadership. The implications, limitations, and directions for future research are discussed at the end of the paper.
主题分类 社會科學 > 心理學
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被引用次数
  1. 懷明雲、樊景立(2014)。修正工具、對話西方：家長式領導的發展前景。本土心理學研究，42，109-123。
  2. 黃素真、陳嵩、林伶瑾(2017)。知覺「被信任、信任、及互信」對部屬工作績效之影響。輔仁管理評論，24(2)，45-70。
  3. 簡晉龍(2021)。本土心理學中的創造性「繼承」與「轉化」：以權威取向的理論發展為例。本土心理學研究，55，35-97。
  4. 簡忠仁,林昱錡,林姿葶(2022)。仁慈領導雙構面模式之再探：內涵釐清與量表建構。本土心理學研究，58，3-59。
  5. 簡忠仁,林昱錡,林姿葶(2023)。「施恩」與「報恩」：仁慈領導的回顧與展望。中華心理學刊，65(4)，299-325。
  6. 簡忠仁,鄭伯壎,黃敏萍,林良軒(2019)。上下只會交征賊嗎？領導者與部屬的私交關係如何增進組織效益。管理學報，36(2)，195-223。
  7. 姜定宇,林佳樺(2019)。華人角色關係的情緒表達規則回顧與前瞻。本土心理學研究，51，169-228。
  8. 林曉君(2014)。從《論語》、《靜思語》談華人的領導智慧。慈濟大學人文社會科學學刊，17，1-24。
  9. 林曉君(2020)。西方正向領導與華人領導之比較：正向心理學與社會文化脈絡觀點。慈濟大學人文社會科學學刊，25，50-78。
  10. 陸洛、林惠彥(2013)。躹躬盡瘁？勉強出勤之跨文化理論模式建構。人力資源管理學報，13(3)，29-55。
  11. 陸洛、周君倚(2016)。工作狂研究之回顧與前瞻。應用心理研究，65，61-127。
  12. 潘緯澄,葛記豪,陳忠強,高三福,李伯倫,Robert J. Schinke(2021)。反思運動教練體罰為介入策略的教學實踐研究：檢視華人領導與動機氣候的改變。體育學報，54(3)，225-242。
  13. 吳宗祐(2014)。除了助長，還需深耕：論「家長式領導」的研究進展。本土心理學研究，42，125-145。
  14. 蕭佳純、張博楷(2013)。國民小學教師知覺領導者與部屬交換關係與組織公民行為關係之研究─工作滿意度的中介效果與家長式領導之調節效果。教育學誌，30，41-84。
  15. 嚴國晉、黃少宇、張珈進、李庭閣(2016)。家長式領導與部屬工作績效之關係： 探討情緒勞動演出的中介效果。人力資源管理學報，16(3)，93-129。
  16. 楊素卿、陳嵩、林伶瑾(2018)。上司信任部屬的前因及對領導行為之影響：上司信任傾向的調節角色。人力資源管理學報，18(1)，85-127。
  17. 鄭伯壎、蔡松純、周麗芳(2015)。領導者與部屬上下關係認定之理論模式建構。中華心理學刊，57(2)，121-144。
  18. 鄭伯壎、連玉輝、Huang, Jimmy(2018)。家長式領導動態歷程分析：以頂尖運動員及其教練為例。本土心理學研究，50，151-207。
  19. 鄭伯壎、林姿葶(2014)。鑒往知來：領導研究中的時間議題。中華心理學刊，56(2)，237-255。
  20. 鄭伯壎、林姿葶、周麗芳(2014)。家長式領導：回顧與前瞻。本土心理學研究，42，3-82。
  21. 鄭伯壎、林姿葶、周麗芳(2014)。家長式領導二十年：問題與解答。本土心理學研究，42，147-177。
  22. 鄭伯壎、周婉茹、吳宗祐、王世明(2018)。仁慈的雙面刃：仁慈領導對創造力績效的雙路徑模式。中華心理學刊，60(1)，57-79。
  23. (2024)。家長式領導情感影響歷程之初探研究。中華心理學刊，66(1)，1-24。
  24. (2024)。主管知覺受到部屬的不公平對待：主管原諒與報復。中華心理學刊，66(1)，51-82。
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