Relationships among Supervisor Feedback Environment, Work-Related Stressors, and Employee Deviance

主管回饋環境、工作壓力源與員工偏差行為相關性之研究

10.1097/JNR.0b013e31820b0fe5

彭瑞振(Jei-Chen Peng)；曾美屘(Mei-Man Tseng)；李吟玲(Yin-Ling Lee)

主管回饋環境 ； 工作相關的壓力源 ； 員工偏差行為 ； supervisor feedback environment ； work-related stressors ； employee deviance

The Journal of Nursing Research

19卷1期（2011 / 03 / 01）

13 - 24

英文

背景　先前的研究已證實，員工偏差行為會造成組織績效與生產力的大幅降低。再者，先前研究亦已證實，主管提供一個適宜的回饋環境，會增進員工的工作績效。因此，探討主管回饋環境與員工偏差行為的關係，對組織（醫院）而言是一個重要的主題。 目的　本研究的目的為探討主管回饋環境對員工偏差行為的影響，及導入工作相關的壓力源為中介變項，以檢視其中介機制。 方法　本研究以個案醫院之員工（護士）與其直屬主管（護理長）所配對的276份橫斷面資料為樣本，採用結構方程式模型來驗證假設模型。 結果　研究結果顯示：主管回饋環境與員工的偏差行為有負向關係；工作相關的壓力源為此負向關係中的部分中介因子。 結論／實務應用　本研究結果指出，當員工（護士）知覺主管提供適宜的回饋環境，會降低其工作相關的壓力，進而抑制偏差行為的產生。因此，為降低員工從事偏差行為，組織可培養主管下列的整合性回饋知識⑴如何增進員工的正確績效、⑵如何精確的釐清員工對績效資訊的冀求、及⑶如何提供更多持續性績效回饋給予員工。主管如擁有這些整合性的回饋知識，則可在與部屬的日常互動中，降低員工工作壓力與減少偏差行為。

Background: Previous research has demonstrated that the employee deviance imposes enormous costs on organizational performance and productivity. Similar research supports the positive effect of favorable supervisor feedback on employee job performance. In light of such, it is important to understand the interaction between supervisor feedback environment and employee deviant behavior to streamline organization operations. Purpose: The purposes of this study were to explore how the supervisor feedback environment influences employee deviance and to examine the mediating role played by work-related stressors. Methods: Data were collected from 276 subordinate-supervisor dyads at a regional hospital in Yilan. Structural equation modeling analyses were conducted to test hypotheses. Results: Structural equation modeling analysis results show that supervisor feedback environment negatively related to interpersonal and organizational deviance. Moreover, work-related stressors were found to partially mediate the relationship between supervisor feedback environment and employee deviance. Conclusions/Implications for Practice: Study findings suggest that when employees (nurses in this case) perceive an appropriate supervisor-provided feedback environment, their deviance is suppressed because of the related reduction in work-related stressors. Thus, to decrease deviant behavior, organizations may foster supervisor integration of disseminated knowledge such as (a) how to improve employees' actual performance, (b) how to effectively clarify expected performance, and (c) how to improve continuous performance feedback. If supervisors absorb this integrated feedback knowledge, they should be in a better position to enhance their own daily interactions with nurses and reduce nurses' work-related stress and, consequently, decrease deviant behavior.

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