探討第三方目睹不當督導與其績效改善之關聯性

Investigating the Relationship between Third Parties’ Witnessing Abusive Supervision and Their Performance Improvement

近年來，管理學者開始探索不當督導對第三方員工的影響。基於自我動機架構，本研究提出第三方不當督導會引起第三方尋求回饋，進而促進其績效改善，特別是當第三方具有高自我監控特質時。本研究採取時間延滯經驗抽樣法，針對139 位國軍官兵實施10 個工作天的問卷蒐集，有效樣本計1,098 筆。研究假設運用多層次路徑分析及蒙地卡羅法驗證。本研究發現第三方每日目睹不當督導會正向影響其每日尋求回饋，進而正向影響其每日績效改善。再者，當每日目睹同事受到不當督導時，相較於低自我監控特質的第三方，第三方具高自我監控特質更可能會產生每日尋求回饋。此外，相較於低自我監控特質的第三方，高自我監控特質的第三方每日看到目標同事受到不當督導時，更可能會經由每日尋求回饋而投入每日績效改善。最後，本研究討論研究貢獻與限制，並提供學術理論意涵與實務建議。

Management researchers have begun to explore the effect of abusive supervision on third-party employees. Based on the self-motives framework, we hypothesized that witnessing abusive supervision could increase feedback seeking among third-party employees, particularly among those with high self-monitoring traits, leading to improved performance. We obtained 1,098 observations from 139 military employees across 10 working days using a time-lagged experience sampling method. We tested our hypotheses using multilevel path analysis and the Monte Carlo method. We found that daily witnessing of abusive supervision was positively associated with daily feedback seeking, which was positively associated with improved daily performance among third-party employees. Furthermore, third parties with a higher level of self-monitoring are more likely to seek daily feedback and improve performance after witnessing daily abusive supervision of a coworker, compared with those with a lower level of self-monitoring. This paper outlines the theoretical and practical implications of these findings.