不當督導與員工建言行為：建言效能的中介與政治技能的調節效果

Abusive Supervision and Employee Voice Behavior: Mediation of Voice Efficacy and Moderation of Political Skills

本研究採社會認知理論的觀點發展建言效能量表（研究一），並探討建言效能在不當督導與員工建言行為間的中介效果，以及政治技能的調節效果（研究二）。研究一經質化訪談後編制初始問卷，以兩組樣本共407位員工為施測對象進行量化分析，經探索及驗證性因素分析，發展出「主管導向建言效能，簡稱SOVE」與「團隊導向建言效能，簡稱TOVE」兩構面共11題之建言效能量表。研究二以多重來源的研究設計，蒐集285份主管與部屬配對資料。經階層迴歸分析與調節式中介分析的檢驗步驟發現，不當督導對促進性建言有負向關係，且員工建言效能之SOVE在其間關係具完全中介作用、TOVE具部份中介作用。此外，調節式中介分析結果顯示，員工的政治技能可調節不當督導經建言效能之SOVE、TOVE進而影響促進性建言的間接效果。最後，本研究針對理論與實務意涵、研究限制、未來研究方向進行討論。 This study adopted the Social Cognitive Theory to develop a Voice Efficacy Inventory (Study 1) and investigated the mediating effect of voice efficacy and the moderating effect of political skill on the relationship between abusive supervision and employee voice behavior (Study 2). In Study 1, a questionnaire draft was developed after a qualitative interview was conducted. Quantitative analysis was performed on two groups of samples comprising 407 employees. After exploratory and confirmatory factor analysis, a 11-item, two-factor inventory was derived. The two factors are the Supervisor Oriented Voice Efficacy (SOVE) and Team Oriented Voice Efficacy (TOVE). Study 2 adopted multiple data sources as the research design to gather valid data on 285 supervisor-subordinate dyads. The result of a hierarchical regression analysis and moderated mediation analysis revealed that abusive supervision was negatively related to voice behavior, and that the voice efficacy’s SOVE has complete mediation effects and voice efficacy’s TOVE has partial mediation effects. In addition, the result of the moderated mediation analysis showed that employees’ political skills can moderate the indirect effect of abusive supervision on voice behavior through voice efficacy’s SOVE and TOVE. Finally, theoretical and practical implications, research limitations, and future research orientation were discussed.