部屬觀點之領導互動論：部屬對主管領導行為的知覺因素與互動內涵初探

Supervisor-subordinate interaction theory: From subordinates’ perspective

以往領導理論的發展，大多以領導者的角度來研究領導，而部屬的想法與其在領導歷程中的行為，往往被領導研究所忽略。本研究之目的，乃以部屬的角度，瞭解其與主管在實際互動中，是以哪些因素知覺與歸類主管；又當其與主管互動時，其互動法則的內涵為何？本研究採半結構訪談方式，訪談工作年資不等之「純部屬」（未擔任過主管）10位。透過訪談資料的彙整分析，得到以下結果：部屬與主管互動時，其知覺主管領導行為所考慮到的因素有「品格風範」（德）、「關懷可親」（情）、「酬賞協助」（益）與「管理要求」（御）四項。另外，結果亦顯示部屬知覺主管領導行為時，會出現以考量主管「品格風範」為先的階層現象。同時本研究亦澄清「關懷可親」、「酬賞協助」與「管理要求」與以往領導研究所得到之「體恤」、「結構」兩因素之不同點。而部屬與主管互動時，其互動的內涵則包含有「真誠信靠」（誠）、「情感親近」（親）與「心力付出」（勤）、「情緒愉快」（樂）四項。分析結果顯示部屬對主管的分類與互動之間，會出現對應性、階層性與階段性三個法則。最後，本研究依據訪談資料，提出若干需澄清的疑點與研究限制，及後續研究可以進行的相關議題。

Most leadership theories focus on leader's behaviors. However, in reality, the led is also very important in the leadership process. The main purpose of this study was to understand leadership from the subordinates’ viewpoint. That is, researchers tried to find out dimensions relating to subordinates’ perception of their supervisors and rules with which subordinates interacted with their supervisors. Ten subordinates were interviewed using the semi-structured technique.. Analysis showed that: (1) subordinates categorized their supervisors along 4 dimensions: morality & character, care & approachability, rewarding & helpfulness, and structuring & demandingness. Intriguingly, subordinates viewed the morality & character as the most important factor when they perceived their supervisors. These results were compared with those dimensions revealed in the foregone leadership research. (2) rules with which subordinates interacted with their supervisors were: loyalty & trust, closeness & affection, contribution, and emotion. The results also indicated that the interaction between subordinates and supervisors were reciprocal, hierarchical and dynamic.