| Abstract: | 「上司-部屬關係」能為組織帶來諸多正面的利益，因此其相關研究獲得相當多的
重視。過去在此領域的研究多集中「領導者-成員交換」理論(leader-member exchange
theory)，本研究提供另一種觀點，採用「關係」(guanxi) (即角色外關係)與「衝突」(即
角色內關係)兩種概念來描述完整的「上司-部屬關係」。雖然「關係」多被視為是華人社
會特有的重要屬性，然而已有學者認可其對於華人及西方文化的重要性，因為它可幫助
瞭解及解釋華人及西方社會中的社會互動、領導風格、管理風格等重要概念。此外，垂
直關係的人際衝突是一種不可避免的現象，卻在相關學術研究中被忽略。過去研究衝突
的學者認為部份型態的衝突是有益的，然而，需注意的是，這種有益型態的衝突卻可能
轉變成破壞性的衝突，並會削弱合作的可能性。由此可知，「關係」是強調「上司-部屬
關係」的品質；相對地，衝突則是強調人際間的負面情緒。
本文的主要目的在於探討「上司-部屬關係」的前置變數(即風險態度與核心自我評
價)及其影響結果(即工作滿意度)。「上司-部屬關係」可傳達一種重要訊號，協助確認出
適合組織的個人，而這些適合者所具備的人格特質，正需要進一步藉由驗證人格特質與
「上司-部屬關係」兩者的關係，得以確認。風險態度(risk attitude)與核心自我評價(core
self-evaluation, CSE)對此議題十分重要，因為兩者皆與組織行為息息相關，且被視為是
適用的人員遴選準則。本文的研究結果預期可帶來重要管理意涵，得以瞭解如何挑選適
合組織的員工。
上司在遴選員工時期望找到能夠與其和睦相處的適合者，針對這個議題，人際互動
理論(interpersonal interaction theory) 提到個人間的相似性(similarity) 與相異性
(dissimilarity)才是主導個人對他人的行為與態度。就個人而言，個人特質有助於其發展
和諧的「上司-部屬關係」；然而，就雙方而言，「上司-部屬關係」的品質取決於雙方的
特質之適合程度，而非單方面的。因此，本研究的另一個目的，即在瞭解上司與部屬之
風險態度及核心自我評價的相似性抑或相異性，才能促進雙方關係和諧及工作滿意度，
以達到「適合」的本質。過去在適合理論(fit theory)中存在相似性與相異性觀點的爭議，
本文的研究結果預期可為此爭議提出一些看法。
Supervisor-subordinate relationship receives numerous attentions in that its positive
benefits are beneficial to organization. Unlike past studies which focused on leader-member
exchange theory, this article offers an alternative view and employs the concept of guanxi (i.e.,
extra-role relationship) and conflict (i.e., in-role relationship) to capture complete
supervisor-subordinate relationship. Although guanxi has been regarded as one of the most
vital characteristic in Chinese culture, it is admitted that it is essential to comprehend the
social interaction, leadership, and management in both Western and Chinese society.
Additionally, personal conflict in vertical dyads is an inevitable episode but ignored by related
literature. Some types of conflict are deemed as functional; however, they may transform
into destructive conflict and weaken the ability of cooperation. Thus, relative to guanxi
emphasizing quality of supervisor-subordinate relationship, conflict here emphasizes
interpersonal negative emotions.
The main purpose of this article is to explore the antecedents of supervisor-subordinate
relationship (i.e., risk attitude and core self-evaluation) and its consequence (i.e., job
satisfaction). Since supervisor-subordinate relationship can convey a signal to identify
individuals with personalities that fit with the organization, it is important to further validate
specific relationship between personality traits and supervisor-subordinate relationship.
Both risk attitude and core self-evaluation (CSE) are close related to organizational behaviors
and recognized as appropriate personnel selection criterion. These two kinds of inherent
traits are critical for this issue. As a result, our findings can offer implications for
management that how to select an appropriate employee who are comparatively fit with
management.
Furthermore, supervisors look for right subordinates who can get along with them and fit
their appetites. In this regard, interpersonal interaction theory proposes that similarity and
dissimilarity between individuals governs their behaviors and attitudes toward each other.
Specifically, personality traits may assist individual in developing harmony
supervisor-subordinate relationship at individual level. Nevertheless, the quality of
supervisor-subordinate relationship is contingent on traits of two parties rather than only one
party at dyad level. Consequently, another objective of this article is to clarify whether
similarity or dissimilarity of risk attitude and CSE between supervisor and subordinate
facilitates relationship and job satisfaction in order to exhibit the essence of “fit.” Our
findings are expected to provide some implications for unsolved controversies in relation to
fit theory. |
