第五章 討論與建議
第四節 結論
本研究首度由主管與組織雙向互動之觀點，探討主管與組織之間的互動關係 如何影響部屬對於主管代理人身份的判斷，改變知覺主管支持的影響效果。期望 本文能夠發揮拋磚引玉之效果，引發未來主管與部屬關係之相關研究關注主管與 組織之間互動關係的調節效果，開拓該領域研究的發展。
60
61
Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions: Thousand Oaks, CA: Sage Publications, Inc.
Aryee, S., Chen, Z. X., Sun, L.-Y., & Debrah, Y. A. (2007). Antecedents and outcomes of abusive supervision: Test of a trickle-down model. Journal of Applied Psychology, 92(1), 191-201.
Babin, B. J., & Boles, J. S. (1996). The effects of perceived co-worker involvement
62
and supervisor support on service provider role stress, performance and job satisfaction. Journal of Retailing, 72(1), 57-75.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical
considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Baumol, W. J., Blinder, A., & Wolff, E. N. (2003). Downsizing in America: Reality, Causes, and Consequences. New York: Russell Sage Foundation.
Bentein, K., & Guerrero, S. (2008). The employment rlationship: Current research avenues. Relations Industrielles / Industrial Relations, 63(3), 409-424.
Bhanthumnavin, D. (2003). Perceived social support from supervisor and group members' psychological and situational characteristics as predictors of subordinate performance in Thai work units. Human Resource Development Quarterly, 14(1), 79-97.
Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
Bond, F. W., Flaxman, P. E., & Bunce, D. (2008). The influence of psychological flexibility on work redesign: Mediated moderation of a work reorganization intervention. Journal of Applied Psychology, 93(3), 645-654.
Buch, R., Kuvaas, B., & Dysvik, A. (2010). Dual support in contract workers' triangular employment relationships. Journal of Vocational Behavior, 77(1), 93-103.
Burke, R. J., & Cooper, C. L. (2000). The new organizational reality: Transition and renewal. In R. J. Burke & C. L. Cooper (Eds.), The organization in crisis:
Downsizing, restructuring, and privatization(pp. 3-19). Oxford, UK:
Blackwell.
Butz, R. M., Dietz, J., & Konovsky, M. A. (2001). Top management and immediate supervisors as distinct targets of trust. Paper presented at the 16th Annual Conference of the Society for Industrial and Organizational Psychology.
Chatman, J. A. (1989). Improving Interactional Organizational Research: A model of Person-Organization Fit. The Academy of Management Review, 14(3),
333-349.
Chen, C. C., & Chiu, S. F. (2008). An integrative model linking supervisor support and organizational citizenship behavior. Journal of Business and Psychology, 23, 1-10.
63
Chen, C. H. V., Wang, S. J., Chang, W. C., & Hu, C. S. (2008). The effect of leader-member exchange, trust, supervisor support on organizational
citizenship behavior in nurses. Journal of Nursing Research, 16(4), 321-328.
Child, J. (1998). Trust and international strategic alliances: The case of Sino-foreign joint ventures. In C. Lane & R. Bachmann (Eds.), Trust within and between organizations (pp. 241-272). Oxford, UK: Oxford University Press.
Cohen, J., Cohen, P., West, S. G., & Aiken, L. S. (2003). Applied multiple
regression/correlation analysis for the behavioral sciences (3rd ed.). Mahwah, N.J.: Erlbaum.
Cole, M. S., Bruch, H., & Vogel, B. (2006). Emotion as mediators of the relations between perceived supervisor support and psychological hardiness on employee cynicism. Journal of Organizational Behavior, 27(4), 463-484.
Coyle-Shapiro, J. A. M., & Shore, L. M. (2007). The employee-organization relationship: Where do we go from here? Human Resource Management Review, 17(2), 166-179.
Cummins, R. C. (1990). Job stress and the buffering effect of supervisory support.
Group & Organization Management, 15(1), 92-104.
Dawley, D. D., Andrews, M. C., & Bucklew, N. S. (2008 ). Mentoring, supervisor support, and perceived organizational support: What matters most? Leadership
& Organization Development Journal, 29(3 ), 235 - 247.
DeConinck, J. B. (2010). The effect of organizational justice, perceived organizational support, and perceived supervisor support on marketing employees' level of trust. Journal of Business Research, 63(12), 1349-1355.
DeConinck, J. B., & Johnson, J. T. (2009). The effects of perceived supervisor support, perceived organizational support, and organizational justice on turnover
among salespeople. Journal of Personal Selling and Sales Management, 29 (4).
Deluga, R. J., & Souza, J. (1991). The effects of transformational and transactional leadership styles on the influencing behaviour of subordinate police officers.
Journal of Occupational Psychology, 64(1), 49-55.
Dorfman, P. W., & Howell, J. P. (1988). Dimensions of national culture and effective leadership patterns: Hofstede revisited. Advances in International
Comparative Management, 3, 127-150.
DuBois, D. L., Burk-Braxton, C., Swenson, L. P., Tevendale, H. D., Lockerd, E. M.,
64
& Moran, B. L. (2002). Getting by with a little help from self and others:
Self-esteem and social support as resources during early adolescence.
Developmental Psychology, 38(5), 822-839.
Dyne, L. V., Graham, J. W., & Dienesch, R. M. (1994). Organizational citizenship behavior: Construct redefinition, measurement, and validation. The Academy of Management Journal, 37(4), 765-802.
Eastburg, M. C., Williamson, M., Gorsuch, R., & Ridley, C. (1994). Social support, personality, and burnout in nurses. Journal of Applied Social Psychology, 24(14), 1233-1250.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001).
Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42-51.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L.
(2002). Perceived supervisor support: Contributions to perceived
organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
Erdogan, B., & Enders, J. (2007). Support from the top: Supervisors' perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships. Journal of Applied Psychology, 92(2), 321-330.
Farh, J. L., Hackett, R., & Liang, J. (2007). Individual-level cultural values as moderators of perceived organizational support-employee outcome relationships in China: Comparing the effects of power distance and
traditionality. Academy of Management Journal ARCHIVE, 50(3), 715-729.
Farh, J. L., Earley, P. C., & Lin, S. C. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society.
Administrative Science Quarterly, 42(3), 421-444.
Ferris, G. R., Liden, R. C., Munyon, T. P., Summers, J. K., Basik, K. J., & Buckley, M.
R. (2009). Relationships at work: Toward a multidimensional
conceptualization of dyadic Work Relationships. Journal of Management, 35(6), 1379-1403.
Gagnon, M. A., & Michael, J. H. (2004). Outcomes of perceived supervisor support
65
for wood production employees. Forest Products Journal, 54(12), 172-177.
George, J. M., & Brief, A. P. (1992). Feeling good-doing good: A conceptual analysis of the mood at work-organizational spontaneity relationship. Psychological Bulletin, 112, 310-329.
Goff, S. J., Mount, M. K., & Jamison, R. L. (1990). Employer supported child care, work/family conflict, and absenteeism: A field study. Personnel Psychology, 43(4), 793-809.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161-178.
Griffin, M. A., Patterson, M. G., & West, M. A. (2001). Job satisfaction and teamwork:
The role of supervisor support. Journal of Organizational Behavior, 22(5), 537-550.
Hallier, J., & James, P. (1997). Middle managers and the employee psychological contract: Agency, protection and advancement. Journal of Management Studies, 34(5), 703-728.
Hammond, K. R. (1954). Representative vs. systematic design in clinical psychology.
Psychological Bulletin, 51(2), 150-159.
Hinde, R. A. (1997). Relationships : A dialectical perspective. Hove, East Sussex, UK:
Psychology Press.
Hobfoll, S. E., Johnson, R. J., Ennis, N., & Jackson, A. P. (2003). Resource loss, resource gain, and emotional outcomes among inner city women. Journal of Personality and Social Psychology, 84(3), 632-643.
Hui, C., Lee, C., & Rousseau, D. M. (2004). Employment relationships in China: Do workers relate to the organization or to people? Organization Science, 15(2), 232-240.
Jiang, D. Y., & Cheng, B. S. (2008). Affect- and role-based loyalty to supervisors in Chinese organizations. Asian Journal of Social Psychology, 11(3), 214-221.
JR, M. C. P., Griffeth, R. W., Campbell, N. S., & Allen, D. G. (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behavior, 28(8), 1059-1075.
Kirmeyer, S. L., & Dougherty, T. W. (1988). Work load, tension, and coping:
Moderating effects of supervisor support. Personnel Psychology, 41(1), 125-139.
Kottke, J. L., & Sharafinski, C. E. (1988). Measuring perceived supervisory and
66
organizational support. Educational and Psychological Measurement, 48, 1075-1079.
Kozlowski, S. W. J., Chao, G. T., Smith, E. M., & Hedlund, J. (1993). Organizational downsizing: Strategies, interventions, and research implications. In C. L.
Cooper & I. T. Robertson (Eds.), International review of industrial and organizational psychology (Vol. 8 pp. 263-332). New York: Wiley.
Kozlowski, S. W. J., & Klein, K. J. (2000). A multilevel approach to theory and research in organizations: Contextual, temporal, and emergent processes Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions. (pp. 3-90): San Francisco, CA: Jossey-Bass.
Kuvaas, B., & Dysvik, A. (2010). Exploring alternative relationships between
perceived investment in employee development, perceived supervisor support and employee outcomes. Human Resource Management Journal, 20(2), 138-156.
Lapalme, M. È., Stamper, C. L., Simard, G., & Tremblay, M. (2009). Bringing the outside in: Can “external” workers experience insider status? Journal of Organizational Behavior, 30(7), 919-940.
Lavelle, J. J., Rupp, D. E., & Brockner, J. (2007). Taking a multifoci approach to the study of justice, social exchange, and citizenship behavior: The target
similarity model. Journal of Management, 33(6), 841-866.
Levinson, H. (1965). Reciprocation: The relationship between man and organization.
Administrative Science Quarterly, 9(4), 370-390.
Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. The Academy of Management Journal, 23(3), 451-465.
Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader–member exchange theory: The past and potential for future. Research in Personnel and Human Resources Management, 15, 47-119.
Lynch, P. D., Eisenberger, R., & Armeli, S. (1999). Perceived organizational support:
Inferior versus superior performance by wary employees. Journal of Applied Psychology, 84(4), 467-483.
Manning, M. R., Jackson, C. N., & Fusilier, M. R. (1996). Occupational stress, social support, and the costs of health care. The Academy of Management Journal, 39(3), 738-750.
Masterson, S. S. (2001). A trickle-down model of organizational justice: Relating
67
employees' and customers' perceptions of and reactions to fairness. Journal of Applied Psychology, 86(4), 594-604.
Masterson, S. S., & Stamper, C. L. (2003). Perceived organizational membership: An aggregate framework representing the employee–organization relationship.
Journal of Organizational Behavior, 24(5), 473-490.
Maxwell, J. A. (2005). Qualitative research design: An interactive approach (2nd ed.).
Thousand Oaks, CA: SAGE.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
Moorman, R. H., Blakely, G. L., & Niehoff, B. P. (1998). Does perceived
organizational support mediate the relationship between procedural justice and organizational citizenship behavior? The Academy of Management Journal, 41(3), 351-357.
Muller, D., Judd, C. M., & Yzerbyt, V. Y. (2005). When moderation is mediated and mediation is moderated. Journal of Personality and Social Psychology, 89(6), 852-863.
Ng, T. W. H., & Sorensen, K. L. (2008). Toward a further understanding of the relationships between perceptions of support and work attitudes. Group &
Organization Management, 33(3), 243-268.
Okun, M. A., & Lockwood, C. M. (2003). Does level of assessment moderate the relation between social support and social negativity?: A meta-analysis. Basic and Applied Social Psychology, 25(1), 15 - 35.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome.
Lexington, MA: Lexington Books.
Patton, M. Q. (1990). Qualitative evaluation and research methods (2nd ed.).
Thousand Oaks, CA: Sage.
Pazy, A., & Ganzach, Y. (2009). Pay contingency and the effects of perceived organizational and supervisor support on performance and commitment.
Journal of Management, 35(4), 1007-1025.
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
Reichers, A. E. (1985). A review and reconceptualization of organizational
68
commitment. The Academy of Management Review, 10(3), 465-476.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698-714.
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825-836.
Rousseau, D. M. (1995). Psychological contracts in organizations : Understanding written and unwritten agreements. Thousand Oaks, CA: Sage.
Saal, F. E., & Knight, P. A. (1988). Industrial/organizational psychology: Science and practice: Belmont, CA: Thomson Brooks.
Saunders, M., Lewis, P., & Thornhill, A. (2009). Research methods for business students (5th ed.). Harlow, England ; New York: Prentice Hall.
Seidman, I. (2006). Interviewing as qualitative research : A guide for researchers in education and the social sciences (3rd ed.). New York: Teachers College Press.
Shanock, L. R., & Eisenberger, R. (2006). When supervisors feel supported:
Relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), 689-695.
Shore, L. M., Porter, L. W., & Zahra, S. A. (2004). Employer-oriented strategic approaches to the employee–organization relationship (EOR). In L. M. S.
Coyle-Shapiro, S. Taylor, & L. E. Tetrick (Ed.), The employment relationship:
Examining psychological and contextual perspectives. Oxford: Oxford.
Sluss, D. M., Klimchak, M., & Holmes, J. J. (2008). Perceived organizational support as a mediator between relational exchange and organizational identification.
Journal of Vocational Behavior, 73(3), 457-464.
Stamper, C. L., & Masterson, S. S. (2002). Insider or outsider? how employee perceptions of insider status affect their work behavior. Journal of Organizational Behavior, 23(8), 875-894.
Stinglhamber, F., Cremer, D. D., & Mercken, L. (2006). Perceived support as a mediator of the relationship between justice and trust. Group & Organization Management, 31(4), 442-468.
Stinglhamber, F., & Vandenberghe, C. (2003). Organizations and supervisors as sources of support and targets of commitment: A longitudinal study. Journal of
69
Organizational Behavior, 24(3), 251-270.
Tangirala, S., Green, S. G., & Ramanujam, R. (2007). In the shadow of the boss's boss:
Effects of supervisors' upward exchange relationships on employees. Journal of Applied Psychology, 92(2), 309-320.
Taylor, S. E., Sherman, D. K., Kim, H. S., Jarcho, J., Takagi, K., & Dunagan, M. S.
(2004). Culture and social support: Who seeks it and why? Journal of Personality and Social Psychology, 87(3), 354-362.
Tepper, B. J., & Taylor, E. C. (2003). Relationships among supervisors' and subordinates' procedural justice perceptions and organizational citizenship behaviors. The Academy of Management Journal, 46(1), 97-105.
Tetrick, L. E. (2004). Understanding the employment relationship: Implications for measurement and research design. In L. S. J. Coyle-Shapiro, S. Taylor, and L.
Tetrick (Ed.), The employment relationship: Examining psychological and contextual perspectives. Oxford, UK: Oxford University Press.
Thomas, L. T., & Ganster, D. C. (1995). Impact of family-supportive work variables on work-family conflict and strain: A control perspective. Journal of Applied Psychology, 80(1), 6-15.
Trempe, J., Rigny, A. J., & Haccoun, R. R. (1985). Subordinate satisfaction with male and female managers: Role of perceived supervisory influence. Journal of Applied Psychology, 70(1), 44-47.
Tsui, A., & Wang, D. (2008). Employment relationships from the employer's
perspective: Current research and future directions: John Wiley & Sons Ltd.
Tsui, A. S., Pearce, J. L., Porter, L. W., & Tripoli, A. M. (1997). Alternative approaches to the employee-organization relationship: Does investment in employees pay off? The Academy of Management Journal, 40(5), 1089-1121.
van Knippenberg, B., & van Knippenberg, D. (2005). Leader self-sacrifice and leadership effectiveness: The moderating role of leader prototypicality.
Journal of Applied Psychology, 90(1), 25-37.
Venkataramani, V., Green, S. G., & Schleicher, D. J. (2010). Well-connected leaders:
The impact of leaders' social network ties on LMX and members' work attitudes. Journal of Applied Psychology, 95(6), 1071-1084.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. The Academy of Management Journal, 40(1), 82-111.
70
Zagenczyk, T. J., Gibney, R., Kiewitz, C., & Restubog, S. L. D. (2009). Mentors, supervisors and role models: Do they reduce the effects of psychological contract breach? Human Resource Management Journal, 19(3), 237-259.
Zhang, A. Y., Tsui, A. S., Song, L. J., Li, C., & Jia, L. (2008). How do I trust thee?
The employee-organization relationship, supervisory support, and middle manager trust in the organization. Human Resource Management, 47(1), 111-132.
Zhou, J., & Martocchio, J. J. (2001). Chinese and american managers' compensation award decisions: a comparative policy-capturing study. Personnel Psychology, 54(1), 115-145.
附錄一 訪談大綱
您好，主管與組織之間的關係，一直是工商心理學研究關心的重點。本次訪 談的目的是希望深入瞭解主管與公司之間的關係，收集實際的案例，以做為後續 相關研究的參考依據。研究發表時會將您的姓名和公司名稱以匿名的方式呈現，
以確保您和公司的隱私。訪談共有 2 個問題，進行時間約 30 分鐘。由於之後需 要將訪談內容整理為逐字稿，請問在訪談進行的過程中是否可以錄音呢？
一般的情況下，若是公司關心某位主管也重視他的貢獻，通常主管的價值觀 和公司的經營理念一樣，覺得公司的問題就是自己的問題，願意將公司的利益看 得比個人的利益重要，主動為公司付出；相反的，若是公司不關心某位主管也不 重視他的貢獻，通常主管的價值觀和公司的經營理念不一樣，覺得公司的問題與 自己無關，將個人的利益看得比公司的利益重要，不會主動為公司付出。
1. 就您個人的親身經驗，或是曾經聽過的例子當中，是否有公司不關心某位主 管也不重視他的貢獻，但是這位主管的價值觀和公司的經營理念一樣，覺得 公司的問題就是自己的問題，願意將公司的利益看得比個人的利益重要，主 動為公司付出這樣的情形？
請問您是否有想到其他的例子呢？那麼我們進入第二個問題，若是您有想到 符合第一個問題的例子，可以隨時進行補充。
2. 就您個人的親身經驗，或是曾經聽過的例子當中，是否有公司關心某位主管 也重視他的貢獻，但是這位主管的價值觀和公司的經營理念不一樣，覺得公 司的問題與自己無關，將個人的利益看得比公司的利益重要，不會主動為公 司付出這樣的情形？
請問您是否有想到其他的例子呢？非常謝謝您的幫忙，那我們今天的訪談就 到這邊結束，訪談結果將會以匿名的方式發表，確保您與貴公司的隱私， 謝謝。
72
附錄二 情境故事問卷（版本一）
員工態度調查
先生
親愛的 ，您好：
小姐
非常感謝您在百忙之中撥空填寫此份問卷，你的熱心協助對於學術研究的發 展與突破將有莫大貢獻！本研究的主要目的是為了瞭解員工、主管以及組織之間 的關係。
本研究所關心的是您個人的感受，題目本身並沒有標準答案或對錯，請依照 您真實的想法回答即可。本研究採不記名方式，所有資料只會作為學術研究之用，
不會移作其他用途，請您安心填答。
請您在全部填答完後，檢查有無漏答，因為您的每一個答案都直接影響到研 究結果，而您的協助將是本研究成功的關鍵。本問卷填答所需時間約 10 分鐘。
填答完成之後，請將問卷封入信封之中寄回，或是交給發放問卷者，請他/她代 為轉交。
為感謝您的熱心幫忙，本研究將會從有效的問卷之中，抽出 2000 元禮券 1 名，1000 元禮券 2 名，以及 500 元禮券 3 名，以答謝您的付出。請您在完整作 答完之後，確認是否填寫個人聯絡方式，以利未來抽獎時能與您連絡。
再次感謝您的參與和協助，祝您身體健康，工作順利！
再次感謝您的參與和協助，祝您身體健康，工作順利！