組織公正、負面情感以及組織公民行為之關係研究：以主管不當監督為中介變項

The Relationship among Organizational Justice, Negative Affectivity, and Organizational Citizenship Behavior: The Mediating Effect of Abusive Supervision

本研究目的在探討組織公正、負面情感、主管不當監督及組織公民行為的相互關係。研究對象為大陸台商之台籍主管與陸籍部屬採配對方式，以一位主管搭配五位部屬進行研究。有效問卷為主管64位以及部屬294位，回收率是89%。研究發現組織公正不僅與負面情感具有負向影響，並且與主管不當監督亦有負向關連性；而負面情感則與主管不當監督具有正向關連性，而受到主管不當監督的部屬在組織公民行為的表現則呈現負向關連。而在中介效果方面，組織公正將會減少主管不當監督的發生，進而正向影響部屬在組織公民行為的表現；負面情感則會增強主管不當監督的發生，而使部屬在組織公民行為的表現減少。根據研究實證可知，若員工感受到組織愈公正，將可減少負面知覺外，並可使主管在領導部屬時，避免做出侵犯的行為，使部屬在工作中受到合理的對待之外，對部屬的角色外行為具有正向影響，對企業而言亦是一種幫助。

The purpose of this study is to examine the antecedents of abusive supervision and the relationship among organizational justice, negative affectivity, and organizational citizenship behavior. Data were obtained from supervisor-subordinate dyads from Taiwanese enterprises in China. 64 supervisor and 294 subordinate questionnaires were returned for the response rate of 89%. Research results indicated that organization justice had negative influences on negative affectivity, and abusive supervision. In addition, negative affectivity had positive influence on abusive supervision. Furthermore, abused subordinates were more likely to withhold organizational citizenship behavior compared to their un-abused counterparts. Moreover, results of structural equation modeling analysis revealed that abusive supervision fully mediates the relationship of organizational justice and negative affectivity toward organizational citizenship behavior.