被不當督導是我的問題嗎？從歸因觀點談主管不當督導的建設性效應
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國立陽明交通大學經營管理研究所
Institute of Business and Magement, National Yang Ming Chiao Tung University
Institute of Business and Magement, National Yang Ming Chiao Tung University
DOI
10.29416/JMS.202307_30(3).0003
Abstract
本研究目的是從歸因理論的觀點探討員工自己被不當督導時，何種情境下會透過歸因自己的中介歷程，進而產生建設性的行為反應。本研究擴大傳統不當督導研究的範疇（主管－受害員工），納入知覺到同事被不當督導的情境，驗證員工自己被不當督導與知覺同事被不當督導的交互作用，會透過歸因自己的認知，促使員工產生問題解決行為的中介式調節模型。本研究採取兩階段的問卷調查，有效樣本為425位全職員工，結果顯示：知覺同事被不當督導的情境因素，會弱化員工自己被不當督導與歸因自己的正向關係；此外，控制歸因主管、歸因組織後，自己被不當督導的經驗會透過歸因自己的認知，進而增加員工的問題解決行為。更進一步，自己被不當督導與知覺同事被不當督導的交互作用，會透過歸因自己的認知，對問題解決行為產生間接的影響。也就是說，員工自己被不當督導時，若同事被不當督導的程度亦高，員工較不會將自己被不當督導的經歷歸因為自己的問題，因而較不會引發員工的問題解決行為，反之，員工自己被不當督導時，若同事被不當督導的程度較低，員工較會將自己被不當督導的經歷歸因為是自己的問題，進而引發員工較多的問題解決行為。最後，本文根據研究發現提出管理意涵以及未來研究建議。
The purpose of this study was drawing on attribution theory to explore when employee who experience abusive supervision will trigger their constructive behavior by mediation effect of self-directed attribution. This study expanded the targets of abusive supervision (supervisor-victimized subordinate dyads) by including the context of coworkers' abusive supervision to examine the mediated-moderation model that the interactions of one's own and coworkers' abusive supervision will impact on subordinates' problem-solving behavior through self-directed attribution. We adopted two-wave of surveys and obtained valid questionnaire responses from 425 full-time workers. The results revealed that coworkers' abusive supervision weakened the positive relationship between one's own abusive supervision and self-directed attribution. After controlling supervisor-directed and organization-directed attributions, one's own abusive supervision increased their problem-solving behavior through their self-directed attribution. Moreover, the interactions of one's own and coworkers' abusive supervision would influence subordinates' problem-solving behavior through their self-directed attribution. That is, when coworkers' abusive supervision was high, one's own abusive supervision was less likely to trigger self-directed attribution and then would reduce their problem-solving behavior. By contrast, one's own abusive supervision triggered more self-directed attribution and increased problem-solving behaviors when coworkers experienced low abusive supervision. Finally, managerial implications and future research suggestions are provided.
The purpose of this study was drawing on attribution theory to explore when employee who experience abusive supervision will trigger their constructive behavior by mediation effect of self-directed attribution. This study expanded the targets of abusive supervision (supervisor-victimized subordinate dyads) by including the context of coworkers' abusive supervision to examine the mediated-moderation model that the interactions of one's own and coworkers' abusive supervision will impact on subordinates' problem-solving behavior through self-directed attribution. We adopted two-wave of surveys and obtained valid questionnaire responses from 425 full-time workers. The results revealed that coworkers' abusive supervision weakened the positive relationship between one's own abusive supervision and self-directed attribution. After controlling supervisor-directed and organization-directed attributions, one's own abusive supervision increased their problem-solving behavior through their self-directed attribution. Moreover, the interactions of one's own and coworkers' abusive supervision would influence subordinates' problem-solving behavior through their self-directed attribution. That is, when coworkers' abusive supervision was high, one's own abusive supervision was less likely to trigger self-directed attribution and then would reduce their problem-solving behavior. By contrast, one's own abusive supervision triggered more self-directed attribution and increased problem-solving behaviors when coworkers experienced low abusive supervision. Finally, managerial implications and future research suggestions are provided.