媒體組織中上行影響策略與自我效能及自評績效之關連性研究

Abstract

媒體是一個相當獨特的組織型態，具備了資本密集、高時效性以極高互動性的特點，國內對於媒體組織上行影響策略的文獻相當缺乏，而用心理學自我效能的觀點探討媒體組織上行影響策略的採用更是付之闕如。因此本研究從組織傳播的觀點，討論媒體組織中成員所採行的上行影響策略與自我效能及自評績效之關連性。

本研究採用兩種研究方法，分別為深入訪談法與問卷調查法搭配進行，總共訪談了 30名媒體組織成員，並將訪談所得之資料加以分析，統整出媒體組織成員之上行影響策略，並且用自我效能與自評績效的量表測量 30名受訪者自我效能與自評績效之分數。

研究結果發現媒體組織成員的自我效能與自評績效會影響上行影響策略的採用，高自我效能及自評績效的組織成員偏好採用軟性策略作為上行影響的手段，另外不同的人口變項也會對上行影響略也會產生不同的影響。此外本研究也探討了不同事件的屬性與上行影響策略的關連性，亦發現媒體組織成員會依照不同的事件屬性採用不同的上行影響手段。

Upward communication is important in organizations because it allows managers to view organization’s events from employees’ perspective, and also gives employees opportunities to express their suggestions for organizations. This study attempts to examine this issue by investigating the relationships among upward communication strategies, employees’ self efficacy, and employees’ self evaluated performance. Two research methods, intensive interviews and a questionnaire survey, were adopted to collect data for this study. The data analysis shows that employees’ self efficacy and their self-evaluated performance were significantly correlated with different types of upward communication strategies, and that high self-efficacy employees preferred to adopt soft upward communication strategies to influence their superiors. Furthermore, this study also found that the types of upward communication strategies adopted by employees varied with the nature of events, as well as with different demographics. More findings are reported in the thesis.