第四章 綜合討論
第三節 研究限制及未來研究方向
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行為時的心理機制，其研究架構也符合預期。過往的研究發現刻板印象影響內
／外在歸因進而影響人們對女性的評價 (Brescoll &Uhlmann, 2008），本研究嘗 試透過其他的歸因方式（即意圖歸因）說明人們在面對女性領導者展現違反刻 板印象管理行為時可能會有的解釋偏誤，雖然結果只證實了過去的研究結果，
也就是內在歸因以及部分正向意圖歸因的的中介效果，推測由於本研究主題為 後效懲罰行為，也就是根據部屬表現給予的適當懲罰，因此負向意圖歸因似乎 並未如預期的為重要的關鍵中介變項。不過，若未來有相關的研究議題也建議 將此歸因方式納入考量，或許可以更精確地捕捉到人們在面對女性領導者行為 時不同的解釋方式。
第三節 研究限制及未來研究方向
本研究可能會有以下限制：第一是研究情境可能會和實際的職場狀況有些 落差。本研究的參與者來自許多不同的產業類型，由於種類繁雜而未進行不同 產業類別之間的差異比較，而實際的組織狀況，其中包含不同的組織型態與結 構、組織對於女性的友善程度抑或是部屬和領導者之間的互動型態，這些影響 的因素可能是未來研究可以再進一步探索的方向，以增加本研究結果在實際職 場上的應用價值。近年的整合研究就發現，不同的組織型態會影響人們對於女 性領導者的評價，在傳統的以男性為主導的領域，例如：政商領域，男性領導 者的評價會高於女性領導者；然而在重視女性特質的領域中，例如：教育領 域，女性領導者的評價會高於男性領導者，另外，研究同時也發現，女性領導 者為於不同的領導階層也會影響人們對其有不同的看法，人們比較能夠接受女 性為於中階的領導階層，這些研究結果皆顯示不同的職場狀況都會是影響人們 對於女性領導者的看法的重要因素（Paustian-Underdahl, Walker & Woehr, 2014）。
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其次，工作表現測量的外效度問題。因受限於實驗法的方法限制，工作測 量只能盡量模擬工作情況，然而真實的職場中的工作內容隨著不同產業、不同 職務會而有不同，複雜程度也遠比實驗中的模擬工作來的複雜許多，因此本研 究的工作測量僅盡量說明人們在面對不同領導者展現不同行為下時願意付出的 實際工作行為程度的多寡，建議未來的研究或許可以現縮在特定的工作場域並 使用更具有效度的工作客觀測量指標。
第三，本次研究為了控制人們的對於兩性議題的看法而加測平權信念以控 制其對結果的影響，然而結果發現，不論是研究一抑或是研究二樣本皆有偏高 的自陳平權信念，或許未來可以利用內隱連結測驗(Implicit Association Test, 簡 稱 IAT) 加測人們對於性別隱性的態度，或許這樣的方式更能顯現人們真實想 法，也能更加細緻的探討人們對於女性領導者的知覺。
另外，過去研究也發現，人們對於女性的刻板印象形成會受到認知資源的 影響，當人們的認知資源的負荷過度時，就會傾向使用刻板印象訊息解釋知覺 對象的行為(Pratto & Bargh, 1991)，或許將來也可以執行透過給予更多女性領導 者的行為訊息的相關研究，以消除女性領導者在職場上面臨的刻板印象威脅以 及部屬因訊息量模糊而對女性領導者行為做出行為歸因的偏誤，如此便可以給 予女性領導者在職場上管理時的實務建議。
最後，本研究收取的樣本為新世代的年輕族群，且教育程度偏高，不同的 年齡層以及教育程度對於性別平權的議題或許會有不一樣的看法，或許未來的 研究可以嘗試去探討其他年齡層及教育程度的人們對於這個議題的想法，預期 在較少接受兩性平權教育的族群身上或許會對女性領導者有更深的偏見。
希望透過本研究能引發更多人關注女性在職場上面臨的問題，並期許未 來不同性別的人都能夠在職場上有平等的發展空間。
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附錄一：預試一完整問卷內容
主管組織行為研究問卷
研究參與者你/妳好:
首先，非常感謝你/妳參與本研究。
研究目的
本次研究的目的是為了瞭解職場中主管行為與其影響。
本次研究的目的是為了瞭解職場中主管行為與其影響。