關係位置認知效果對家長式領導與員工績效影響之研究

Abstract

華人企業在國際市場上越來越受到重視，有鑑於先前學者認為在文化差異下，領導人擁有各自獨特的管理方式，在華人社會則是以恩威並施的家長式領導最為代表性，故本研究欲瞭解家長式領導中三元素(威權、仁慈及德行行為)對組織公平認知、員工對單位的情感承諾的預測效果，此外，在過去多數文獻僅探討單一變數之影響，而無法得知中介效果是遞進過程又或是同時平行存在，因此本研究以組織公平、情感承諾心理動機因素，如何影響員工的績效表現。另外，差序格局是華人社會中主管與部屬間常見的相處模式，這種「圈內-圈外人」的對待差異可能會對員工認知組織產生重要影響，然而現今研究者大多數將家長式領導與差序格局分別各自研究，故本研究第二目的欲探討家長式領導與差序對待兩者交互作用下，對員工的態度、行為產生的影響。 透過兩階段問卷施測，共收集396份有效問卷。研究結果發現家長式領導透過組織公平與情感承諾影響員工之績效表現，且組織公平與情感承諾在家長式領導與工作績效之間扮演完全中介角色。此外，關係位置知覺(自己人認知)正向調節威權領導與組織公平之間關係，但在威權與情感承諾之間不具調節效果；關係位置知覺亦正向調節仁慈領導對組織公平與情感承諾之影響；最後，關係位置知覺正向調節德行領導對情感承諾，而自己人與外人對德行領導與組織公平關係無明顯差異。最後討論本研究研究限制、未來研究方向以及在領導理論與管理意涵。

In recent years, Chinese enterprises have been getting more and more attention in global market. Many researchers believe that different cultures have different leadership, like Paternalistic Leadership, which is prevalent among Chinese business organizations. This study aims to discuss how three dimensions of paternalistic leadership influence subordinates’ work performance. We propose two intermediating variables: perceived interactional justice and affective commitment. In addition, differential modes of association is a unique Chinese cultural phenomenon, but few studies focus on it. We will dicuss how paternalistic leadership interact with differential modes of association in detail. Using questionnaire surveys completed by 396 employees from different Taiwanese firms, we analyzed the collected information by using structured equation modeling techniques. The result partially support our hypothesized, it shows that the organizational justice and affective commitment fully mediates the relationship between paternalistic leadership and follower work performance. Moreover, relational position perception (perception of trusted aide) has a positive moderating effect upon the relation between authoritarian leadership and organizational justice. However, it did not moderate the relationship between authoritarian leadership and affective commitment. Also, there exists a positive interaction between benevolent leadership and relational position perception. Finally, relational position perception has a positive moderating effect between moral leadership and affective commitment, but there is no significantly statistical difference between trusted aide and outsider. Practical implications for leadership theory and future research directions are discussed.