領導者與部屬上下關係認定之量表建構

The Constructs and Measurement of Leader-Subordinate Relational Identity

本研究奠基於蔡松純、鄭伯壎及周麗芳（2015）所提出之領導者與部屬上下關係認定之理論模式的基礎上，發展此模式之測量工具，建構「上下關係認定量表」以利後續研究使用；並進一步探索領導者上下關係認定與領導行為、部屬上下關係認定與部屬工作效能間的關係，檢核量表之效標關聯效度。本研究以四個子研究進行上下關係認定之量表建構：研究一以關鍵事例之研究方法收集上下關係認定之內容，進行歸納分類並編寫上下關係認定之量表題項。研究二則以實質性同意度比例法（proportion of substantive agreement）進行量表內容效度之檢驗。研究三則以領導者樣本進行量表之探索性（EFA）因素分析並篩選題項，同時檢核內部一致性的信度。此外，以部屬樣本進行驗證性（CFA）因素分析，確認構念間的適合度指標，驗證四個構念的區辨性效度。研究四，分別以350位部屬和58位領導者的樣本，檢驗部屬之上下關係認定對部屬效能之影響，與領導者之上下關係認定對領導行為之影響效果，進一步檢核本量表之關聯效度。最後，討論本研究的主要發現、研究貢獻、研究限制與未來研究方向。

Based on the theoretical model regarding Leader-Subordinate Relational Identity (LSRI) from the work of Tsai, Cheng, and Chou (2015), we developed the construction and measurement of LSRI scale. We also explore the relationships between leader's LSRI and leadership behavior, subordinate's LSRI and subordinate effectiveness to further verify the validity of the scale. There were four studies conducted in this research: Study 1, we used Critical Incident method to collect the contents of LSRI and creat the items of LSRI based on inductive approach. Study 2, employed the Proportion of Substantive Agreement method to verify the content validity of the scale. Study 3, based on the scale from Study 1 and Study 2, the Exploratory Factor Analysis (EFA) was conducted for leader sample to filter items and to test its internal consistency and reliability. Besides, Confirmatory Factor Analysis (CFA) was used with subordinate sample to verify the fitness index to ensure the discrimination among four constructs. Study 4, with the sample of 350 subordinates and 58 leaders, the effects of subordinate's LSRI on subordinate's effectiveness and leader's LSRI on leader's leadership behavior were examined to verify the relational validity of the scale. Lastly, the major findings, contributions, limits, and future directions of this research were also discussed.