部屬認知的LMX關係品質、組織承諾、角色衝突和部屬個人創新表現之關係研究

Abstract

本研究探討部屬知覺的上司部屬交換關係對部屬的創新表現的影響，進而驗證部屬的組織承諾對交換關係—創新表現之關聯性是否具有中介作用，並且亦驗證角色衝突對交換關係—創新表現關聯性的調節作用。本研究對260組上司—部屬對偶發出問卷，回收168對偶的完整填答問卷。 主要研究假說檢定結果確認：部屬知覺的上司部屬交換關係對上司所評估的部屬創新表現具有正向影響作用；部屬組織承諾中的努力價值承諾與留職承諾對上司部屬交換關係—部屬創新表現的關聯性具有中介效應；而部屬知覺的角色衝突對上司部屬交換關係與部屬創新表現關聯性具有調節作用，上司部屬交換關係對於部屬創新表現的正向影響隨著角色衝突的增大而增強。

The purpose of this study is to explore the effects of subordinate’s perceived LMX (leader–member exchange) quality on subordinate’s innovation performance. It also examined the mediating effects of organizational commitment on the LMX-innovation performance relationship and the moderating effects of role conflict on the relationship. The study used survey questionnaires to collect data from 210 superior-subordinate dyads and acquired complete responses from 168 of the dyads. The results of hypothesis testing showed that first, subordinate’s perceived LMX had a positive effect on subordinate’s innovation performance which was evaluated by superior; second, subordinate’s effort commitment and continuation commitment mediated the LMX-innovation performance relationship; and third, subordinate’s perceived role conflict moderated the LMX-innovation performance relationship. As role conflict increased, the positive effect of LMX on innovation performance also magnified.