题名

知覺組織支持與員工工作結果－權力距離之調節效果

并列篇名

Perceived Organizational Support and Employee Outcome: The Moderating Effect of Power Distance

DOI

10.29858/SIMR.201112.0002

作者

童惠玲(Hui-Ling Tung)；許育維(Yu-Wei Shiu)

关键词

知覺組織支持 ； 組織承諾 ； 組織公民行為 ； 任務績效 ； 權力距離 ； Perceived Organizational Support ； Organizational Commitment ； Organizational Citizenship Behavior ； Task Performance ； Power Distance

期刊名称

服務業管理評論

卷期/出版年月

9期（2011 / 12 / 01）

页次

35 - 61

内容语文

繁體中文
中文摘要

本研究探討知覺組織支持與員工工作成果（組織承諾、角色內任務績效、以及角色外組織公民行為）三種主效果的關聯性，並檢驗權力距離是否為知覺組織支持與員工工作成果的邊界條件。以服務業與製造業135對主管部屬配對資料樣本，同時採用多重資料來源跨期研究法，分別在三個不同時間點予以測量。研究發現知覺組織支持與員工工作成果具正相關，權力距離改變了知覺組織支持對工作成果的關係。權力距離調節知覺組織支持分別對組織承諾與任務績效之間的關係，這種關係在低權力距離呈現較強烈，從實務觀點而言，企業可採取相關具體措施來提升員工所知覺的組織支持，以提高個人任務績效與組織承諾的員工產出表現。
英文摘要

This study examined three main effects of perceived organizational support on organizational commitment, in-role task performance, and extra-role organizational citizenship behavior, respectively, and also examined the moderating effect of power distance on these generally well established relationships between perceived organizational support and work outcomes. Drawing on a cross-work unit sample of 135 supervisor-subordinate dyads from manufacture industry and service organization, we measured constructs with different sources in order to reduce the possibility of same source bias. To enhance the clarity of the causal relationship among variables of this present study, questionnaires were distributed at three time points. Results showed that power distance altered relationships of perceived organizational support on work outcomes, in that the relationship of perceived organizational support on organizational commitment and on task performance was stronger for individuals scoring low on power distance. From a practical standpoint, managers in manufacture industry and service organization that hope to increase employee task performance and organizational commitment could take actions to enhance employee's perceived organizational support.
主题分类 社會科學 > 經濟學
社會科學 > 管理學
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被引用次数
  1. 許順旺、許中駿、張姮燕、韋孝昀(2016)。員工知識分享重要嗎？組織支持干擾組織信任、組織公民行為與知識分享關係之研究。人力資源管理學報，16(3)，29-59。
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