威權領導、員工建言行為與主管建言評價關聯之研究-以傳統性為調節效果

Abstract

本研究目的為探討威權領導、員工建言行為與主管建言評價之間的關聯性，以員工及主管的傳統性作為調節效果。採用問卷調查的方式，以便利抽樣形式，針對各產業之企業全職之員工及主管為研究對象，並採配對的方式發放問卷，由一位員工對一位主管，有效問卷共 126 對，有效回收率為 93.33%。研究結果顯示：(1) 威權領導與促進 性建言、抑制性建言具有負向影響；(2) 促進性建言、抑制性建言與主管建言評價具有正向影響，抑制性建言與研究預期假設相反；(3) 員工的傳統性在威權領導與促進性建言和抑制性建言之間具有強化之調節效果。最後，根據分析之結果進行討論，並提出管理上的實務意涵與未來的研究建議。

The purpose of this study is to investigate the relationship between authoritarian leadership, employee voice behavior, and managers’ evaluation of voice, as well as the moderating effects of traditionality. By questionnaire survey, the data were collected from full-time employees and supervisors as paired from different organization and industry, and one employee matches one supervisor. The study collected 126 paired of valid questionnaires, and there is a 93.33% return rate. The results of the study show that: (1) There’s a negative influence between authoritarian leadership and promotive voice, prohibitive voice. (2) There’s a positive influence between promotive voice, prohibitive voice and managers’ evaluation of voice, and prohibitive voice is opposite of what is originally study expected. (3) Employee’s traditionality has a moderating effect in the relationship between authoritarian leadership and promotive voice, prohibitive voice. Finally, based on the results of the analysis, management implications and future research directions are discussed.