Basic Search / Detailed Display

Author: 黃湘雲
Hsiang-Yun Huang
Thesis Title: 部屬信任主管、敬業貢獻與工作績效之關係 - 建言行為之中介角色
The Relationships among Trust in leader, Work Engagement and Task Performance - The Mediating Role of Voice Behavior
Advisor: 鄭仁偉
Jen-Wei Cheng
Committee: 鄭仁偉
Jen-Wei Cheng
呂志豪
Shih-Hao Lu
陳俊男
Chun-Nan Chen
Degree: 碩士
Master
Department: 管理學院 - 企業管理系
Department of Business Administration
Thesis Publication Year: 2020
Graduation Academic Year: 108
Language: 英文
Pages: 88
Keywords (in Chinese): 信任主管建言行為敬業貢獻工作績效
Keywords (in other languages): Trust in leader, Voice behavior, Work engagement, Task performance
Reference times: Clicks: 276Downloads: 0
Share:
School Collection Retrieve National Library Collection Retrieve Error Report

隨著科技的快速發展,商業環境日新月異。當組織面對競爭激烈的商業環境時,組織的成功不僅取決於高層管理者的決策,還需考量員工建言。員工所提出的想法和建議,不僅會影響組織的運作效能,有時更可能攸關組織生存。因此,如何增進員工建言已成為組織領域中熱門的研究議題。本研究以信任主管作為員工的外在影響因素;敬業貢獻作為員工的內在影響因素,探討在內、外兩種不同因素影響下對員工建言行為與工作績效的關係;並以建言行為作為中介變項,探討建言行為在信任主管、敬業貢獻與工作績效之間的中介效果。
本研究從非營利組織與營利組織等二種不同事業組織蒐集主管-部屬配對資料。總共從非營利組織收集了326份有效配對問卷、從營利組織收集了278份有效配對問卷。藉由多層次線性模型分析,本研究結果發現: (1) 信任主管對建言行為有正向影響,(2) 敬業貢獻對建言行為有正向影響,(3) 信任主管對工作績效有正向影響,(4) 敬業貢獻對工作績效有正向影響,(5) 建言行為對工作績效有正向影響,(6) 建言行為在信任主管及工作績效間具有部分中介效果,(7) 在非營利組織中建言行為在敬業貢獻及工作績效間具有部分中介效果;在營利組織中建言行為在敬業貢獻及工作績效間具有完全中介效果。依據本研究所提出的管理意涵為: 組織營造信任與支持的環境,鼓勵員工建言,會進而促進員工的工作績效,協助組織有效運作。


With the rapid development of technology, business environments have increasingly changed at a rapid rate. When organizations face such a competitive business environment, the success of organizations does not only depend on top managers’ decisions, but also depend on employees’ voices. Employees offer thoughts and suggestions about problems in the organization may concern with organization’s effectiveness or even its survival. Thus, voice behavior has become an important issue in the organizational field. In this study we take trust in leader as employee's external factor and work engagement as employee's internal factor to examines the relationships with voice behavior and task performance. Voice behavior is served as the mediating variable.
We totally collected 326 and 278 valid paired questionnaires from the nonprofit and for-profit organizations in Taiwan. By using hierarchical linear modeling (HLM) for empirical data analysis, results of this study revealed that: (1) trust in leader is positive related to voice behavior (2) work engagement is positive related to voice behavior (3) trust in leader is positive related to task performance (4) work engagement is positive related to task performance (5) voice behavior is positive related to task performance (6) the mediation effect of voice behavior in trust in leader on task performance is only partial and (7) the mediation effect of voice behavior in work engagement on task performance is only partial support in nonprofit organization; the mediation effect of voice behavior in work engagement on task performance is fully support in for-profit organization. The practical implications proposed based on the research results are as follows: when the organization creates an environment that trusts, supports and encourages employees to speak up, it will facilitate employees’ task performance and improve the operation of organizations.

中文摘要 I Abstract II 誌謝 III Table of Contents IV List of Tables VI List of Figures VII CHAPTER 1 INTRODUCTION 1 1.1 Background 1 1.2 Motivations for the research 2 CHAPTER 2 LITERATURE REVIEW 4 2.1 Trust in leader 4 2.2 Work engagement 7 2.3 Voice behavior 10 2.4 Task performance 13 2.5 Theory and hypotheses development 17 2.5.1 Trust in leader and voice behavior 17 2.5.2 Work engagement and voice behavior 19 2.5.3 Trust in leader and task performance 21 2.5.4 Work engagement and task performance 22 2.5.5 The mediating role of voice behavior 24 CHAPTER 3 METHOD 26 3.1 Research structure 26 3.2 Samples and procedures 27 3.3 Measures 29 3.3.1 Trust in leader 29 3.3.2 Work engagement 30 3.3.3 Voice behavior 31 3.3.4 Task performance 32 3.4 Control variables 33 3.5 Data analysis methods 34 3.5.1 Descriptive statistics analysis 34 3.5.2 Correlation analysis 34 3.5.3 Reliability analysis 34 3.5.4 Confirmatory factor analysis (CFA) 34 3.5.5 Hierarchical linear modeling (HLM) 35 CHAPTER 4 RESULT 36 4.1 Descriptive statistics 36 4.2 Correlation analysis 40 4.3 Reliability analysis 45 4.4 Confirmatory factor analysis 45 4.5 Hypotheses testing 48 4.5.1 Trust in leader and voice behavior 49 4.5.2 Work engagement and voice behavior 49 4.5.3 Trust in leader and task performance 50 4.5.4 Work engagement and task performance 50 4.5.5 The mediating effect of voice behavior 51 CHAPTER 5 DISCUSSION 59 5.1 Summary of the research finding 59 5.2 Theoretical implications 60 5.3 Limitations and suggestions for future research 61 5.3.1 Limitations 61 5.3.2 Suggestions for future research 62 5.4 Practical implications and conclusion 63 REFERENCE 64 Appendix (A) 71 Appendix (B) 75

Afsar, B. & Shahjehan, A. (2018). Linking ethical leadership and moral voice: The effects of moral efficacy, trust in leader, and leader-follower value congruence. Leadership & Organization Development Journal, 39(6), 775-793.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management.
Adams, J., Cox, M., Adamson, J. & Schofield, J. (2010). The work environment and its effect on engagement and retention of nuclear medicine technologists: differences between public and private sector workers, Nuclear Medicine Communications, 31(6), 513-520
Avey, J. B., Palanski, M. E. & Walumbwa, F. O. (2011). When leadership goes
unnoticed: The moderating role of follower self-esteem on the relationship
between ethical leadership and follower behavior. Journal of Business Ethics,
98(4), 573-582.
Albrecht, S. (2010). Employees engagement: 10 key questions for research and practice. in SL Albrecth (ed.), Handbook of Employee Engagement: Perspectives, Issues, Research and Practice. Edward Elgar Publishing, Cheltenham, UK, 3 - 19.
Bolino, M. C., Turnley, W. H., Gilstrap, J. B. & Suazo, M. M. (2010). Citizenship under pressure: What's a “good soldier” to do? Journal of Organizational Behavior, 31(6), 835-855.
Burris, E. R., Detert, J. R., & Chiaburu, D. S. (2008). Quitting before leaving: The mediating effects of psychological attachment & detachment on voice. Journal of Applied Psychology, 93(4), 912-922.
Brunetto, Y., & Farr-Wharton, R. (2007). The Moderating role of trust in SME owner/managers' decision‐making about collaboration. Journal of Small Business Management, 45, 362 - 387.
Babcock-Roberson, M.E., & Strickland, O.J. (2010). The relationship between charismatic leadership, work engagement, and organizational citizenship behaviors. The Journal of psychology, 144(3), 313-26.
Brown, M.E. & Mitchell, M.S. (2010), “Ethical and unethical leadership”, Business Ethics Quarterly, 20(4), 583-616.
Bakker, A. B. & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13, 209-223.
Bakker, A. B., Demerouti, E. & Schaufeli, W. B. (2002). Validation of the Maslach Burnout Inventory-General Survey: An Internet study. Anxiety, Stress & Coping, 15, 245-260.
Blau, P.M. (1964). Justice in Social Exchange. Sociological Inquiry, 34, 193-206.
Cai, Z., Parker, S. K., Chen, Z. & Lam, W. (2019). How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis, Journal of Organizational Behavior, 40(2), 209-230.
Chen, Angela & Hou, Yu-Hsiang. (2016). The effects of ethical leadership, voice behavior and climates for innovation on creativity: A moderated mediation examination. The Leadership Quarterly. 27.
Chen, X. P., Eberly, M., Chiang, T. J., Farh, J. L., & Cheng, B. S. (2014). Affective Trust in Chinese Leaders: Linking Paternalistic Leadership to Employees Performance. Journal of Management, 40, 796-819.
Colquitt, J. A & Scott, B. A, & LePine, J. A (2007). Trust, trustworthiness, and trust propensity: A meta-analytic test of their unique relationships with risk taking and job performance. The Journal of applied psychology, 92, 909-27.
Campbell, J. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In: In M.D. Dunnette and L.M. Hough (Eds.) Handbook of industrial and organizational psychology. Palo Alto, CA; Consulting Psychologists Press, pp. Vol 1 (2nd edition), 687-732.
De Vries, G., Jehn, K. A., & Terwel, B. W. (2012). When employees stop talking and star fighting: The detrimental effects of pseudo voice in organizations. Journal of Business Ethics, 105(2), 221-230
Dirks, K.T. and Ferrin, D.L. (2002). Trust in leadership: meta-analytic findings and implications for organizational research. Journal of Applied Psychology, 87(4), 611-628.
Demerouti, E., Bakker, A. B., Janssen, P. P. M., & Schaufeli, W. B. (2001). Burnout
and engagement at work as a function of demands and control. Scandinavian Journal of Work and Environment and Heath, 27, 279-286.
Gao, L., Janssen, O. & Shi, K. (2011). Leader trust and employees voice: the
moderating role of empowering leader behaviors. The Leadership Quarterly, 22(4), 787-798.
Gerpott, F.H., Van Quaquebeke, N., Schlamp, S. & Voelpel, S.C. (2017). An identity
perspective on ethical leadership to explain organizational citizenship behavior:
the interplay of follower moral identity and leader group prototypicality, Journal of Business Ethics, 144(1), 1-16.
Holland, P., Cooper, B. & Sheehan, C. (2017). Employees voice, supervisor support, and engagement: The mediating role of trust. Human Resource Management, 56(6), 915-929.
Halbesleben, J. R. B., Wheeler, A. R. & Shanine, K. K. (2013). The moderating role of attention-deficit/hyperactivity disorder in the work engagement-performance process. Journal of Occupational Health Psychology, 18(2). 132-143.
Harvey, B. M., Reiche, S. & Moeller, M. (2011). Developing effective global
relationships through staffing with inpatriate managers: The role of interpersonal trust. Journal of International Management, 17, 150-161.
Jha, N., Potnuru, R. K. G., Sareen, P., & Shaju, S. (2019). Employees voice, engagement and organizational effectiveness: a mediated model. European Journal of Training and Development.
Basharat J., Rawwas, M., Khandai, S., Shahid, K., & Habib, H. (2018). Ethical leadership, trust in leader and creativity: The mediated mechanism and an interacting effect. Journal of Management & Organization, 24, 1-18.
Kim, T. Y., & Wang, J., & Chen, J. (2018). Mutual trust between leader and
subordinate and employee outcomes. Journal of Business Ethics, 149, 945-958.
Koopmans, L., Bernaards, C., Hildebrandt V., & De Vet H. (2011). Conceptual frameworks of individual work performance: a systematic review. Journal of Occupational and Environmental Medicine, 53(8), 856‐866.
Latif, N. Z. A., & Arif, L. S. M. (2018). Employees engagement and employees voice.
International Journal of Academic Research in Progressive Education and Development, 7(3), 507-515.
Liang, Y. (2012). The relationships among work values, burnout, and organizational
citizenship behaviors: A study from hotel front‐line service employees in Taiwan, International Journal of Contemporary Hospitality Management, 24(2), 251-268.
Liu, D., Wu, J., & Ma, J. (2009). Organizational silence: A survey on employees
working in a telecommunication company. Computers & Industrial Engineering, IEEE Conference Publications, 1647-1651
Morrison, E.W. (2011). “Employees voice behavior: integration and directions for future research”, Academy of Management Annals, 5(1). 373-412.
Mills, M. J., Culbertson, S. S., & Fullagar, C. J. (2011). Conceptualizing and measuring
engagement: An analysis of the Utrecht Work Engagement Scale. Journal of
Happiness Studies, 13, 519-545.
Mayer, D. M., Kuenzi, M., Greenbaum, R., Bardes, M., & Salvador, R. B. (2009). How low does ethical leadership flow? Test of a trickle-down model. Organizational Behavior and Human Decision Processes, 108(1), 1-13.
Mayer, R. C. & Gavin, M. B. (2005). Trust in management and performance: Who
minds the shop while the employees watch the boss? Academy of Management
Journal, 48(5), 874-888.
Milliken, F.J., Morrison, E.W. & Hewlin, P.F. (2003). An exploratory study of
employees silence: issues that employees don’t communicate upward and why.
Journal of Management Studies, 40(6), 1453-1476.
Maslach, C., Schaufeli, W. B. & Leiter, M. P. (2001). Job burnout. Annual Review of
Psychology, 52, 397-422.
Maslach, C., Jackson, S. E. & Leiter, M. P. (1997). Maslach Burnout Inventory: Third
edition. In C. P. Zalaquett & R. J. Wood (Eds.), Evaluating stress: A book of resources (p. 191-218). Scarecrow Education.
Maslach, C. & Leiter, M. P. (1997). The truth about burnout: How organizations cause personal stress and what to do about it. Open Journal of Depression, 3(4).
Mayer, R. C., Davis, J. H. & Schoorman, F. D. (1995). An integrative model of organizational Trust. Academy of Management Review, 20(3), 709-734.
McAllister, D. J. (1995). Affect- and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24-59.
Ng, T. W. H. & Feldman, D. C. (2013). Changes in perceived supervisor embeddedness:
Effects on employees’ embeddedness, organizational trust, and voice behavior. Personnel Psychology, 66, 645-685.
Ramawickrama, J., Opatha, H., & Pushpakumari, M.D. (2017). A Synthesis towards
the Construct of Job Performance. International Business
Research, 10.
Runhaar, P., Konermann, J. & Sanders, K. (2013). Teachers' organizational citizenship
behaviour: Considering the roles of their work engagement, autonomy and leader-member exchange. Teaching and teacher education, 30(1), 99-108.
Robinson, D., Perryman, S. & Hayday, S. (2004). The Drivers of Employees
Engagement. Institute for Employment Studies, Brighton.
Rousseau, D. M., Sitkin, S. B., Burt, R. S. & Camerer, C. (1998). Not so different after
all: A cross-discipline view of trust. Academy of Management Review, 23, 393-
404.
Su, X., Liu, Y. & Rasmussen N H. (2017), voice behavior, supervisor attribution
and employee performance appraisal, sustainability. 9(10), 1-14.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal
of Managerial Psychology, 21(7), 600-619.
Schaufeli, W. B. & Bakker, A. B. (2004). Job demands, job resources and their
relationship with burnout and engagement: A multi-sample study. Journal
of Organizational Behavior, 25, 293-315.
Schaufeli, W. B. & Bakker, A. B. (2003). Test manual for the Utrecht Work Engagement Scale. Unpublished manuscript, Utrecht University, the Netherlands.
Schaufeli, W.B., Salanova, M. & González-romá, V. (2002). The Measurement of
Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach. Journal of Happiness Studies, 3, 71-92
Schaufeli, W. B. & Bakker, A. B. (2010). Defining and measuring work engagement:
Bringing clarity to the concept. In A. B. Bakker & M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and research (pp.10-24). New York: Psychology Press.
Tullock, G. & Hirschman, A. (1970). Exit, Voice and Loyalty: Responses to
Decline in Firms, Organizations, and States. The Journal of Finance. 25.
Van Dyne, L., Kamdar, D. & Joireman, J. (2008). In-role perceptions buffer the negative
impact of low LMX on helping and enhance the positive impact of high
LMX on voice. Journal of Applied Psychology, 93(6), 1195-1207.
Van Dyne, L., Ang, S., & Botero, I. (2003). Conceptualizing employees
silence and employees voice as multi-dimensional constructs. Journal of Management Studies, 40, 1359-1392.
Van Dyne, L. & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence
of construct and predictive validity. Academy of Management journal, 41(1), 108-119.
Van Dyne, L., Cummings, L. L. & Parks, M. J. (1995). Extra-role behaviors: In pursuit
of construct and definitional clarity. Research in Organizational Behavior,
17(1), 215-285.
William A. Kahn (1990). Psychological conditions of personal engagement and
disengagement at work. The Academy of Management Journal, Vol. 33, No. 4 (Dec., 1990), 692-724.
Wong, C.A., Spence Laschinger, H. K. & Cumming G. G. (2010). Authentic
leadership and nurses’ voice behavior and perceptions of care quality. Journal
of Nursing Management, 18(8), 889-900.
Xu, S., Van Hoof, H., Serrano, A.L., Fernandez, L. & Ullauri, N. (2017). The role of coworker support in the relationship between moral efficacy and voice behavior: the case of hospitality students in Ecuador, Journal of Human Resources in Hospitality & Tourism, 16(3), 252-269.

無法下載圖示 Full text public date 2023/07/28 (Intranet public)
Full text public date This full text is not authorized to be published. (Internet public)
Full text public date This full text is not authorized to be published. (National library)
QR CODE