| dc.description.abstract | An achievement of an organization or a group, takes not only leaders’ effort, but also participation of followers. However, compared to the amount of “Leadership”, issue of “Followership” involves less discussion. In the limited literatures, effective follower had been described by few researchers. And some of them tried to arise the importance of this issue. Some also recommended several perspectives for exploration. Indeed, there hasn’t been an research that investigate what kind of positive career outcomes could a subordinate receive, if he/she showed appropriate Followership. Therefore, this thesis would also be applied on predictors of promotion in career succeed field, by examining the relationship of Followership and Promotability, and offer new perspective for these two issues.
Besides, this thesis would observe if the relationship above could be mediated by signals as “Fit”, “Liking”, and “Competence”, and how supervisors understand their subordinates’ behavior of Followership. Under the background of Chinese organization, the climate of how Followership is recognized is interested, too.
1200 questionnaires were delivered to private cooperation at Taiwan and Mainland China. 503 paired samples(Supervisor-Subordinate) were successfully collected. According to the analysis, Promotability can be significantly affected by Loyalty to Supervisor, which belongs to one of dimension of Followership- “Participation”, and mediated by “Fit”, “Liking” and “Competence”. Nevertheless, Promotability can’t be affected by the dimension “Independent and Critical Think”, without the interaction effect with Leader-Member Exchange. The empirical recommendation is described in content.
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