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Author: 薛越
Xue Yue
Thesis Title: 部署信任主管,建言行爲與工作績效的關係:團隊-成員交換的調節角色
The Relationships among Trust in Leader, Voice Behavior and Take Performance: The Moderating Role of Team-member Exchangeo
Advisor: 鄭仁偉
Jen-Wei Cheng
Committee: 陳俊男
Chun-nan Chen
呂志豪
Lu, Shih-Hao
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: 109
Language: 中文
Pages: 41
Keywords (in Chinese): 信任主管建言行爲工作績效團隊-成員交換關係
Keywords (in other languages): trust in leader, voice behavior, task performance, team-member exchange
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  • 隨著科技發展,資訊和資本在快速流通,組織經營環境相較於過去也變得更加不確定性。在這種情形之下,如何讓員工主動獻言獻策,提出有建設性的意見,以幫助企業發現和處理問題,使得企業得到永續經營,就顯得尤為重要。在企業運營的過程中可以發現,部屬信任主管確可降低人際關係間的不確定性,因為部屬信任主管的善意,提高部屬承擔風險的意願,同時促進部屬與主管間的合作。團隊成員之間相互信任,形成良好的人際互動,可使員工同仁間的工作協調度高,並提升工作滿足感及組織承諾。良好人際互動,會正向提高員工對自身價值的確認,產生組織成員間相互幫助、分享、信任與回饋,也能夠讓員工安心表達想法,且員工對於組織的忠誠度也會提高,認為組織對於自身的期待越多,較容易回報組織,因此更可能表達出自己的心聲。當團隊成員間的互動關係良好,團隊成員的工作績效更容易達成。團隊-成員交換關係呼應了華人文化中的「有關係(guanxi)就沒關係,沒關係就有關係」的概念。本文建議未來研究可運用量化研究方法,來實證分析本文的研究命題。


    With the development of science and technology, information and capital are rapidly flow, and the organizational environment has become more uncertain than before. In this situation, it is very important that how to let employees to actively offer positive suggestions to support organization to find and deal with problems, in order to achieve sustainable operation. In the process of enterprise operation, it can be found that trusted supervisors of subordinates can indeed reduce the uncertainty of interpersonal relationship, because the goodwill of trusted supervisors of subordinates improves the willingness of subordinates to take risks and promotes the cooperation between subordinates and supervisors. Team members trust each other and form a good interpersonal interaction, which can improve the work coordination between employees and colleagues, and improve the job satisfaction and organizational commitment. Good interpersonal interaction, can positively improve staff's own value, help each other, sharing between members, trust and feedback, to communicate ideas can also be to reassure employees, and employees to the organization's loyalty will improve, think organizations for their expectations, the more easily return organization, therefore more likely to express their own feelings. When team members interact well, team performance is more likely to be achieved. The quality of team-member exchange echo the Chinese culture: “guanxi is everything". This thesis suggests that future research can use quantitative methods to empirically analyze the research propositions of this thesis.

    摘要 I Abstract II 致謝 III 目錄 IV 表目錄 VI 圖目錄 VII 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的 4 第二章 研究原創性與重要性 6 第三章 信任、建言行為、工作績效與團隊-成員交換 研究文獻探討 10 第一節 部屬信任主管的文獻 10 第二節 建言行為 13 第三節 工作績效 14 第四節 團隊-成員交換(TMX) 16 第四章 研究命題推導 18 第一節 部屬對主管的信任程度與建言行為的關係 18 第二節 部屬對主管的信任程度與工作績效的關係 19 第三節 建言行為的中介效果 21 第四節 團隊-成員交換關係(TMX)的調節角色 22 第五章 研究結論與建議 25 第一節 研究結論 25 第二節 未來研究建議 29 參考文獻 32

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