員工與主管適配度、心理賦權與建言行為關係之研究－職場友誼的調節角色

The Relationship during Employee-Supervisor Fit, Psychological Empowerment, and Employee Voice: The Moderating Role of Workplace Friendship

10.6587/JTHRE.201809_5(1).0001

楊君琦(Chun-Chi Yang)；毛雯慧(Wen-Hui Mao)

員工主管適配 ； 心理賦權 ； 建言行為 ； 職場友誼

科技與人力教育季刊

5卷1期（2018 / 09 / 01）

1 - 24

繁體中文

員工建言對組織的重要性已在許多文獻被證明，本研究嘗試瞭解員工在知覺主管配適如何與何時會引發員工建言？本研究認為：主管是員工建言主要接收對象，員工知覺與主管的相似性（適配）愈高，則愈可能與主管互動，將更瞭解組織的期待，進而展現利組織的建言行為，而建言涉及本身與同事的工作改善，職場友誼可能會調節員工知覺配適與建言的關聯，因此，本研究將驗證心理賦權在配適和建言的中介效果，及職場友誼的調節效果；本研究以問卷調查收集400份職場工作者樣本，經統計分析後發現：員工主管適配與心理賦權有正向關聯，員工主管配適會透過心理賦權正向影響建言行為，職場友誼會強化適配與心理賦權（能力）的正向關聯，但弱化適配與心理賦權（影響力）的正向關聯。最後，本研究將提供理論與實務上的建議。

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