不當督導如何與何時影響員工沉默行為

Abstract

本研究的目的在探討不當督導影響員工沉默行為時，不信任主管在兩者之間的中介效果，以及領導者與部屬交換關係和知覺主管悔恨的調節效果。本研究採用二階段問卷發放，兩階段間隔三週，總計回收有效配對問卷共205份，並採用階層迴歸分析與拔靴法進行假設驗證。研究結果顯示：(1) 不當督導與不信任主管呈現顯著正向關係。(2) 不信任主管與員工沉默行為呈現顯著正向相關係。(3) 不信任主管中介不當督導與員工沉默行為之間的正向關係。(4) 知覺主管悔恨會削弱不當督導與不信任主管之間的正向關係。(5) 知覺主管悔恨會調節不當督導對不信任主管與員工沉默行為之間的中介效果。

The purpose of this study is to investigate how distrust in supervisors mediates the relationship between abusive supervision and employee silence. It also examines the moderating effects of leader-member exchange and perceived supervisor remorse. A two-stage questionnaire was administered with a three-week interval between the stages. A total of 205 valid and matched questionnaires were collected for analysis. Hierarchical regression analysis and bootstrapping techniques were employed to examine the hypotheses. The findings of the study are as follows: (1) Abusive supervision is significantly and positively related to distrust in supervisors. (2) Distrust in supervisors is significantly and positively associated with employee silence. (3) Distrust in supervisors acts as a mediator in the positive relationship between abusive supervision and employee silence. (4) Perceived supervisor remorse weakens the positive relationship between abusive supervision and distrust in supervisors. (5) Perceived supervisor remorse moderates the mediating effect of abusive supervision on the relationship between distrust in supervisors and employee silence.