不當督導之關係脈絡研究：質性研究的建構觀點

Study on abusive supervision relationship contexts: Constructing through quality research

在工作職場中，主管與部屬的關係甚為重要，但實務上，有些主管會出現不適當的負面管理行為，影響部屬工作情緒與留任意願，間接降低組織效能，因此，主管的管理行為是企業必須正視的課題。本研究透過10位職場從業人員進行深度訪談，歸納出「不尊重員工、強勢管理、情緒化、沒有擔當、不願成長」等五項不當督導概念，以及受訪者面對不當督導時的負面身心感受、職場偏差行為與反組織公民行為等行為態度，進而歸結出「任務導向的互動主體不平等」與「關係導向的互動主體不平等」兩項互動情境，作為解析不當督導的關係脈絡，最後，依據研究討論提出可行的管理方案及適當的管理建議供企業實務參考。 in fact, the abusive supervise behaviors always show up among supervisors. The negative management behaviors will influence subordinates emotion and retention, and reduce organizational effectiveness. Therefore supervisor's management behaviors should be pay attention by company's managers. This study through deep-interviewing 10 respondents to get abusive supervision information of their supervisors. We generalized the concepts of abusive supervision are irreverence on employees, assertive management style, emotionalization, weak responsibility and refuse make progress. When subordinates faced the abusive supervision, they had bad mental-feeling and psychic-health, even had workplace deviance and anti-organizational citizenship actions. Finally, we induced two inter-action situations to explain the abusive supervise contexts, one is “task-orientation unequal between supervisor and subordinate”, the other is “relationship-orientation unequal between supervisor and subordinate”. According to the context information we gave some suitable management projects, suggestions and behaviors for supervisors to reference.

in fact, the abusive supervise behaviors always show up among supervisors. The negative management behaviors will influence subordinates emotion and retention, and reduce organizational effectiveness. Therefore supervisor's management behaviors should be pay attention by company's managers. This study through deep-interviewing 10 respondents to get abusive supervision information of their supervisors. We generalized the concepts of abusive supervision are irreverence on employees, assertive management style, emotionalization, weak responsibility and refuse make progress. When subordinates faced the abusive supervision, they had bad mental-feeling and psychic-health, even had workplace deviance and anti-organizational citizenship actions. Finally, we induced two inter-action situations to explain the abusive supervise contexts, one is “task-orientation unequal between supervisor and subordinate”, the other is “relationship-orientation unequal between supervisor and subordinate”. According to the context information we gave some suitable management projects, suggestions and behaviors for supervisors to reference.