知覺主管神經質特性是否影響員工建言：以情緒耗竭、主管認同及自我效能為中介變數

A Study of Perceived Supervisor Neuroticism to Influence Employee Voice Behavior: The Mediating Effects of Emotional Exhaustion, Identification with Supervisor and Self-efficacy

面對快速變動、競爭和不確定的環境，管理者更加需要員工主動表達建設性建言，過去研究證實，管理者的態度與反應在員工表達意見的決定上扮演很重要的角色，同時，神經質的主管會造成員工精神上的緊張而使其不願主動投入，因此，本研究則進一步探討知覺主管神經質到員工建言行為的中介歷程。根據情感事件（Affective Event Theory, AET）及過去文獻，本研究建議知覺主管神經質將透過情緒耗竭、主管認同與自我效能之中介而影響員工建言行為，採用問卷調查之實證研究設計以及SPSS、SEM之統計分析方法。以新竹科學園區高科技產業廠商為對象，回收有效樣本209組主管部屬配對問卷，研究結果發現，知覺主管神經質、情緒耗竭、主管認同與自我效能是員工建言行為的影響變數；而主管認同、自我效能是知覺主管神經質與員工建言行為的完全中介變數。本研究最後依據所驗證的架構提出管理上的意涵，並提出若干未來進一步的研究建議。

In a rapidly changing competitive environment where uncertainties exist, managers need employees to actively voice constructive opinions. Previous studies have verified that the attitude and response supervisors demonstrate are critical to whether employees are willing to express opinions. Meanwhile, neurotic supervisors often cause employees to feel tense and nervous, thus decreasing employee input. Therefore, this study investigated the mediating mechanism by which perceived supervisor neuroticism influences employees’ voice behavior. According to the affective event theory and a literature review, we hypothesized that perceived supervisor neuroticism influences employee voice behavior through the mediation of emotional exhaustion, identification with supervisors, and self-efficacy. In addition, an empirical research design involving questionnaire survey was adopted, and regression analyses and structural equation modeling (SEM) were employed as the statistical analysis. Data were collected from 209 valid questionnaires on high-tech industries in Taiwan suggest that perceived supervisor neuroticism, emotional exhaustion, identification with supervisors, and self-efficacy are factors influencing employee voice behavior. Furthermore, regression analyses and SEM determined that identification with supervisors and self-efficacy are full mediators of perceived supervisor neuroticism and employee voice behavior. Finally, based on the research framework, managerial implications and recommendations for future studies are presented in this study.