差序對待知覺與同事間信任對公平態度與政治行為之影響

Effect of Leader’s Differential Management on Subordinates’ Justice Attitudes and Political Behaviors

本研究從華人社會中特有的差序格局概念出發，從部屬的觀點，探討主管的差序對待所引發的部屬關係位置知覺對組織公平及政治行為表現的影響，並納入同事間信任作為調節變項。採用問卷調查的方式，共收集來自40 個部門之179 位部屬的資料，政治行為採用同事間互評的方式來衡量，關係位置知覺採圖形式語意差別量尺，其餘變項則採用自陳式量表加以評量。經迴歸分析結果發現，關係位置知覺會影響到組織公平中的程序正義，主管差序對待與員工政治行為未有顯著關聯，而部屬間高度的情感信任，則能有效抑制政治行為的發生。對照實務現象，華人主管雖知悉差序對待將導致部屬負面行為之可能性，卻仍普遍行之，本研究結果尤發人深省，具實務參考價值。

This study draws on the literature on differential modes of association, a unique Chinese cultural phenomenon, to explore the influence of subordinates' position perceptions of the leader-member relationship on their response to their leader's differential management in terms of their perception of organizational justice and political behavior. Survey data were collected from 179 subordinates in 40 departments belonging to 28 companies. Most of the respondents are at the entry level, such as sales, clerks, junior engineers. Political behavior was rated by coworkers. Position perception was measured with a graphical semantic scale. The other variables were measured by self-report scales. The results demonstrated that position perception negatively affected attitudes towards procedural justice. However, position perception was not significantly related to subordinates' political behaviors. Moreover, trust among coworkers was found to mitigate the effect of position perception on subordinates' political behaviors. These findings call for attention to the question of why Chinese leaders tend to rely on differential management in spite of its negative effect on subordinates' attitudes and behavior.