主管真誠領導對員工建言行為的影響-以領導與部屬交換關係及心理資本為序列中介變項

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巫少瓊(Shao-Chiung Wu) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

主管真誠領導對員工建言行為的影響-以領導與部屬交換關係及心理資本為序列中介變項
(The Influence of Supervisor′s Authentic Leadership on Employee Voice Behavior: Leader-Member Exchange Relationship and Psychological Capital as Sequential Mediators)

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摘要(中)

面對瞬息萬變的經營環境，員工建言是企業推動變革與創新的關鍵之一，而建言對員工而言存在風險與挑戰，過往文獻多以建構員工心理安全感為探討，本研究試圖以主管的真誠領導行為並以領導與部屬交換關係及心理資本作為中介效果，進一步探討影響員工建言行為之原因。研究採用問卷調查法，以台灣在職人員為研究對象，共計350 份問卷作為統計分析資料。
研究結果顯示：(1)主管真誠領導行為對員工建言行為有正向影響效果；(2)主管真誠領導行為對領導與部屬交換關係有正向影響效果；(3)主管真誠領導行為對心理資本有正向影響效果；(4)領導與部屬交換關係對員工建言行為間具有正向影響效果；(5)領導與部屬交換關係對心理資本有正向影響效果；(6)心理資本對員工建言行為有正向影響效果；(7)領導與部屬交換關係對主管真誠領導行為與員工建言行為間具有中介效果；(8)心理資本對主管真誠領導行為與員工建言行為間具有中介效果；(9)領導與部屬交換關係與心理資本對主管真誠領導行為與員工建言行為間具有序列中介效果。
透過員工角度探討，當員工感知主管真誠領導行為並能與主管建立高品質交換關係時，有助於員工心理資本建構，促進員工建言行為。

摘要(英)

To cope with the rapidly changing business environment of the company, employee voice is a key driver for organizational change and innovation. However, making suggestions poses risks and challenges for employees. Previous literature has explored employees′ psychological safety as an antecedent for employee voice behavior, while this study attempts to further investigate potential reasons that affect employees′ voice behavior by examining the mediating effects of supervisors′ authentic leadership behavior, leader-member exchange relationship (LMX), and psychological capital. Using a questionnaire survey method, we collected 350 valid responses from employed individuals in Taiwan for statistical analysis.
The research findings suggest that: (1) supervisor′s authentic leadership behavior has a positive impact on employees′ voice behavior; (2) supervisor′s authentic leadership behavior has a positive impact on LMX; (3) supervisor′s authentic leadership behavior has a positive impact on psychological capital; (4) LMX has a positive impact on employees′ voice behavior; (5) LMX has a positive impact on psychological capital; (6) psychological capital has a positive impact on employees′ voice behavior; (7) LMX mediates the relationship between supervisor′s authentic leadership behavior and employees′ voice behavior; (8) psychological capital mediates the relationship between supervisor′s authentic leadership behavior and employees′ voice behavior; (9) LMX and psychological capital have a serial mediating effect on the relationship between supervisor′s authentic leadership behavior and employees′ voice behavior.
From the perspective of employees, perceiving authentic leadership behavior from their supervisors tends to establish a high-quality exchange relationship, which helps to build their psychological capital and further promotes their voice behavior.

關鍵字(中)

★ 真誠領導
★ 領導與部屬交換關係
★ 心理資本
★ 員工建言

關鍵字(英)

★ Authentic leadership
★ Leader-member exchange relationship
★ Psychological capital
★ Employee voice

論文目次

摘要 i
Abstract ii
誌謝 iii
目錄 iv
圖目錄 vii
表目錄 vii
第一章緒論 1
1-1 研究背景與動機 1
1-2 研究目的 3
1-3 研究流程 4
第二章文獻探討 5
2-1 真誠領導 5
2-2 建言行為 8
2-3 領導與部屬交換關係 10
2-4 心理資本 12
2-5 各變項之間的關係與假設推論 14
2-5-1 主管真誠領導行為對員工建言行為的影響 14
2-5-2 主管真誠領導行為對領導與部屬交換關係的影響 15
2-5-3 主管真誠領導行為對心理資本的影響 15
2-5-4 領導與部屬交換關係對員工建言行為的影響 16
2-5-5 領導與部屬交換關係對心理資本的影響 17
2-5-6 心理資本對員工建言行為的影響 17
2-5-7 領導與部屬交換關係對主管真誠領導行為與員工建言行為間具有中介效果 18
2-5-8 心理資本對主管真誠領導行為與員工建言行為間具有中介效果 18
2-5-9 LMX與心理資本對主管真誠領導行為與員工建言行為間具有序列中介效果 19
第三章研究方法 20
3-1 研究架構 20
3-2 研究假設 20
3-3 研究變項之衡量 21
3-3-1 真誠領導 21
3-3-2 建言行為 22
3-3-3 領導與部屬交換關係（LMX） 23
3-3-4 心理資本 23
3-3-5 控制變項 25
3-4 資料蒐集和分析方法 25
3-4-1 資料蒐集 25
3-4-2 分析方法 26
第四章資料分析與研究結果 28
4-1 敘述性統計 28
4-2 驗證性因素分析（Confirmatory factor analysis; CFA） 29
4-3 信度與效度分析 30
4-3-1 信度分析 30
4-3-2 組合信度、收斂效度及區辨效度 31
4-4 相關分析 32
4-5 結構方程模型分析結果 34
第五章結論與建議 37
5-1 研究結果與討論 37
5-1-1 序列中介模型研究架構結論 38
5-1-2 領導與部屬交換關係對主管真誠領導行為與員工建言行為間具有中介效果 38
5-1-3 心理資本對主管真誠領導行為與員工建言行為間具有中介效果 39
5-1-4 領導與部屬交換關係與心理資本對主管真誠領導行為與員工建言行為間具有序列中介效果 40
5-2 管理意涵 41
5-3 研究限制與未來研究建議 43
參考文獻 45
附錄 52
附錄一-問卷 52
附錄二-「真誠領導」量表授權書 56
附錄三-「心理資本」量表授權書 57

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指導教授

陳明園(Ming-Yuan Chen)

審核日期

2023-5-22

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