主管威權領導與員工含蓄性建言關係之研究：主管意圖歸因與親信關係的調節效果

The moderating effect of the supervisory intentional attribution of subordinates and confidant/ chinxin relationship on Chinese supervisor’s authoritarian leadership and employee implicit voice

主管威權領導在華人組織中普遍存在且具有十分重要的地位，也是家長式領導三元論中相當重要的一部分。在過去的很多研究中，主管威權領導對員工建言具有阻礙作用，但對於員工的含蓄性建言的探討比較少見。因此，本研究試圖探討主管威權領導與員工含蓄性建言的關係，並探討員工對主管的意圖歸因和員工與主管間之親信關係程度是否會調節主管威權領導與員工含蓄性建言間之關係。本研究採用問卷調查的方式，以中國大陸企業組織中的員工作為研究對象，回收375份問卷，有效問卷363份。研究結果顯示，主管威權領導與員工含蓄性建言有顯著的正向關係。員工對主管的真誠歸因負向調節員工含蓄性建言與威權領導間之關係；員工對主管的操弄歸因正向調節員工含蓄性建言與威權領導間之關係。此外，信任關係負向調節威權領導與員工含蓄性建言間的關係。

The authoritarian leadership is common and has a very important position in Chinese organizations, at the same time, it is an important part of the paternalistic leadership. In many studies in the past, the authoritarian leadership has hindered the employee's voice behavior, but it is rare to discuss about the implicit voice of employees. Therefore, this study attempts to explore the relationship between the authoritarian leadership and the employee's implicit voice, and finds whether the moderating effect of the supervisory intentional attribution of subordinates and confidant/ chinxin relationship on Chinese supervisor’s authoritarian leadership and employee implicit voice. This study used questionnaires to survey employees in the Chinese mainland organizations, collected 375 questionnaires and 363 valid questionnaires. The results of the study show that there is a significant positive relationship between the supervisory authoritarian leadership and the employee's implicit voice. Authentic attribution of leadership behavior negatively regulates the relationship between the employee's implicit voice and authoritarian leadership; manipulative attribution of leadership behavior is positively adjusted. In addition, trustworthy relationship negatively regulates the relationship between authoritarian leadership and implicit voice.