知覺組織支持、決策參與及知覺內部地位： 台灣之個案研究

Abstract

Stamper and Masterson (2002)首次提出知覺內部地位(Perceived Insider Status; PIS)此構念，指的是員工個人在心裡上知覺其在組織內部地位的程度。本研究探討知覺組織支持(Perceived Organizational Support; POS)在決策參與 (Participation in Decision-Making; PDM) 和知覺內部地位(PIS)間扮演中介和調節變數雙重角色的關係。研究的樣本取自於在台灣一家大型保險公司抽樣共369名員工參與本研究，在通過信效度檢驗後，研究方法使用階層迴歸分析(Hierarchical Regression Analysis)檢驗研究假設關係的成立與否，另使用Sobel檢定及拔靴法(Bootstrapping)檢驗中介效果關係。研究結果發現知覺組織支持為決策參與及知覺內部地位間的部份中介變數。知覺組織支持負向調節決策參與和知覺內部地位間的關係，對知覺組織支持較低的員工，決策參與對知覺內部地位影響較強；反之，對知覺組織支持較高的員工，決策參與對知覺內部地位影響較弱。又知覺組織支持對決策參與和知覺內部地位間的負向調節效果關係，僅顯著存在於承攬員工間。承攬員工雖然被視為公司外部員工，即非公司體制內的正職員工，但其在心裡上仍可透過管理手段使其知覺為屬於公司組織內部成員。

Perceived insider status (PIS), proposed by Stamper and Masterson (2002), is defined as the extent to which an employee perceives him/herself as an organizational insider. This study adds to the existing literature by investigating the dual role of perceived organizational support (POS) as a mediator and a moderator on the relationship between participation in decision-making (PDM) and PIS. A sample of 369 employees from a large life insurance company in Taiwan participated in the study. After confirming reliability and validity of measurements, we conducted hierarchical regression analysis to examine the hypothesized relationships. The Sobel test and bootstrapping were used to test for the mediation effect. The results indicate that POS partially mediates the positive relationship between PDM and PIS. Moreover, POS negatively moderates the positive relationship between PDM and PIS. The influence of PDM on PIS is greater for employees with lower POS than for those with higher POS, and the moderating effect of POS exists for contract workers but not for regular workers. Contract workers can experience perceived insider status, despite classified as “outsider” employees.