負向雇用關係與員工效能：不同關係對象的對應效果與工作鑲嵌的調節作用

Negative Employment Relationship and Effectiveness: The Compatible Effect of Multi-foci Employment and Moderating Effect of Job Embeddedness

10.6342/NTU.2014.00674

廖元希

雇用關係 ； 心理契約違反 ； 主管不當督導 ； 工作鑲嵌 ； employment relationship ； principle of compatibility ； psychological contract violation ； abusive supervision ； job embeddedness

國立臺灣大學心理學系學位論文

2014年

碩士

鄭伯壎

繁體中文

本研究主要探討當員工處於負向個人─組織雇用關係（心理契約違反與主管不當督導）下，對其行為（工作績效與組織公民行為）與心理（組織認同）之影響，並進一步比較不同負向雇用關係之來源（組織與主管），對員工反應的影響。最後，亦檢驗工作鑲嵌在此情境中的緩衝效果。本研究根據社會交換理論的觀點，認為當不當對待來自組織時，員工將會以針對組織的行為與心理做出反應；相對的，當不當對待來自主管時，員工也會以針對主管的行為與心理做出反應。本研究以主管與部屬配對方式，共蒐集190位全職工作者為研究樣本，採用階層線性模式進行分析。研究結果顯示，不當督導與工作績效的負向關係，高於心理契約違反與工作績效的負向關係；心理契約違反與組織認同的負向關係，高於不當督導與組織認同的負向關係；但是，心理契約違反與利組織公民行為的負向關係，卻和不當督導與利組織公民行為的負向關係無顯著差異。其次，工作鑲嵌會緩衝不當督導與工作績效的負向關係，卻會強化心理契約違反與組織認同，以及不當督導與組織認同的負向關係。最後，針對本研究的主要發現與研究限制進行討論，並說明未來研究方向與管理實務意涵。

The current study was design to investigate the effects of negative employment relationship (psychological contract violation and abusive supervision) with employees’ behavioral (performance and organizational citizenship behavior) , and attitudinal (organizational identification) responses, and to examine the moderating role of job embeddedness. According to social exchange theory, employees’ behaviors and attitudes toward organization should be strongly related to organizational-relevant factors. While on the other hand, employees’ behaviors and attitudes toward supervisor should relate more to immediate manager relevant factors. Data were collected from 190 employees of various industries in Taiwan. As expected, the negative relationship between abusive supervision and performance was stronger than the relationship between psychological contract violation and performance. The relationship between psychological contract violation and organizational identification was stronger than the relationship between abusive supervision and organizational identification. However, no significant differences were found for the negative relationship of psychological contract violation and organizational citizenship behavior with the relationship of abusive supervision and organizational citizenship behavior. Secondly, when job embeddedness was high, the relationship between abusive supervision and performance was weaker than when job embeddedness was low. The negative relationship between psychological contract violation and organizational identification was stronger when job embeddedness was high, and so did the negative relationship between abusive supervision and organizational identification. Further discussion focuses on the theoretical and practical implications of observed outcomes.

1. 李婉翠(2016)。不當督導前因後果之探討：以核心自我評價與知覺公平為干擾角色。淡江大學企業管理學系碩士班學位論文。2016。1-127。