領導－成員交換關係、心理契約、情緒勞務及創新行為之關係

ASIA unversity > 管理學院 > 經營管理學系 > 博碩士論文 > Item 310904400/113498

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Title:	領導－成員交換關係、心理契約、情緒勞務及創新行為之關係 The Relationships between LMX, Psychological Contract, Emotional Labor and Innovative Behavior
Authors:	鄭佩怡 CHENG, PEI-YI
Contributors:	經營管理學系
Keywords:	領導－成員交換關係;心理契約;情緒勞務;創新行為 Leader-member Exchange Relationship;Psychological Contract;Emotional Labor;Innovative Behavior
Date:	2022-07-26
Issue Date:	2022-10-28 08:14:08 (UTC+0)
Publisher:	亞洲大學
Abstract:	本文以在職者為研究對象，試圖了解在職場環境中，領導－成員交換關係、心理契約、情緒勞務與創新行為等變數之間的影響關係。本研究同時探討心理契約與情緒勞務是否會間接影響主管與員工的交換關係對員工在工作中的個人創新行為發展。在經過便利取樣調查後，利用有效之回收問卷389份進行SPSS各項分析程序。研究結果顯示，各項變數之直接關聯性假設皆成立，其中值得注意的是，本研究驗證表層演出可負向影響創新行為，但分別無法中介領導－成員交換關係與創新行為之關係，以及心理契約與創新行為之關係。心理契約方面，交易型心理契約可完全中介於領導－成員交換關係與深層演出之關係，關係型心理契約則是具部份中介效果。情緒勞務方面，與表層演出相關之中介效果假設皆不成立；深層演出則可部份中介於領導－成員交換關係與創新行為之關係，以及心理契約與創新行為之關係，包含交易型心理契約與關係型心理契約。本文成果與實務意涵可在未來提供企業管理者參考，使組織中的領導者更加重視自身與成員之間關係品質的議題，並深入了解心理契約滿足、情緒勞務策略、員工個人創新行為與其影響關係。 This paper used the incumbent workers as research participants, trying to understand the influence relationship between variables such as leader-member exchange relationship (LMX), psychological contract, emotional labor and innovative behavior in the workplace environment. At the same time, the present study discussed whether psychological contract and emotional labor indirectly affect the exchange relationship between supervisors and employees on the development of employees’ personal innovative behavior at work. After a survey collecting convenience sampling data was conducted, 389 valid questionnaires were used to carry out various analysis procedures of SPSS. The results revealed that hypotheses examining direct correlations among variables were supported. It is worth noting that this study verified that surface acting could negatively affect innovation behavior but had no mediating effects in the relationships between LMX—innovative behavior and psychological contract—innovative behavior, respectively. In terms of psychological contract, transactional psychological contract fully mediated the relationship between LMX and deep acting, while relational psychological contract partially mediated that between them. In terms of emotional labor, all the hypotheses related to surface acting were not supported whereas deep acting could partially mediate the relationships between LMX—innovative behavior and psychological contract—innovative behavior, respectively, including transactional psychological contract and relational psychological contract.The results and practical implications of this paper can provide business managers with reference in the future, so that leaders in the organization can pay more attention to the quality of the relationship between themselves and their members, and have a deep understanding of psychological contract satisfaction, emotional labor strategies, employees' personal innovative behavior, and relationships among them.
Appears in Collections:	[經營管理學系 ] 博碩士論文

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