不當督導與部屬反應：探討不當督導歸因的調節效果

Abstract

近年來探討不當督導的研究甚多，過往文獻指出不當督導對員工的流動率有正向影響，當不當督導的程度越高，員工的離職率越高。過高的員工流動率會對組織效能產生不良影響。惟，少數研究發現在不同條件與情境下員工對於不當督導較不易出現負向反應，甚至會有正向的結果。本研究目的有二，一在於檢視與驗證工作敬業在不當督導與離職意圖兩者關係間所扮演之中介角色；一在於探討員工對於不當督導的內、外部歸因是否會增強或削弱不當督導對於工作敬業與後續的離職意圖之影響。本研究採兩階段問卷調查，研究對象為第一類事業從業人員，實際有效樣本258份。研究結果顯示員工工作敬業對不當督導與員工離職意圖具有中介效果，且當員工對於不當督導進行高度外部歸因時會增強不當督導對員工工作敬業的負向影響，進而導致員工離職意向上升。

In recent years, there have been many studies on abusive supervision (AS), and some have pointed out that AS has positive effect on employee turnover. High employee turnover will have an adverse effect on organizational effectiveness. A few studies pointed out that under different conditions, employees are less likely to have negative reactions to AS, and even have positive results. Two purpose of this study. First, examine the role of work engagement (WE) in the relationship between AS and intentions to quit (IQ). Second, explore whether internal and external attributions of AS will strengthen or weaken the impact of AS on WE and IQ. This study adopts a two-stage questionnaire survey. The research object was the first type of business workers, and 258 valid samples as used. The results show that WE mediate on AS and IQ. When employees have high degree of external attribution to AS, the negative impact of AS on WE will be enhanced, which will lead to increase in IQ.