中華心理學刊 民 77，30 卷，2 期，95-103
Chinese Journal of Psychology 1988, Vol.30, No.2, 95-103

鄭伯壎（政治作戰學校）

摘要

操作性條件化學習論認為在領導的過程當中，領導者的賞罰行為是部屬效能的有效增強物，能夠對部屬的工作績效與上司滿足感發生影響。一般而言，領導者的賞罰行為包含獎賞行為、處罰行為、及賞罰不明行為，此三種行為對部屬的效能有不同的效果，且此種效果可能不受情境的影響。為了驗證此論的假設，本研究以 310 位企業人員為對象，發現：(1)在三種賞罰行為當中，只有獎賞行為對部屬的效能具有正面效果；(2)賞罰不明行為與部屬的上司滿足感成負相關；(3)部屬的工作結構會干擾獎賞行為與部屬工作績效的關係；(4)部屬的工作倫理則會干擾獎賞行為與部屬工作績效、上司滿足感的關係；亦會干擾賞罰不明行為與部屬上司滿足感的關係。最後討論了本研究在互動論（interactionism）或互動研究途徑（interactional approach）上的意義以及在應用上的可能作法。

The Effects of Leader Reward and Punishment Behaviors on Subordinate's Effectiveness： A Test of Operant Conditioning Theory

Bor-Shiuan Cheng（FuhsingKong College）

Abstract

Operant conditioning theory of leadership suggested that leader reward and pun. ishment behavior were effective reinforcers to subordinate's performance and supervisory satisfaction. These reward and punishment behavior could be classified as three categories, named contingent reward behavior, contingent punishment behavior, and noncontingent reward-punishment behavior, which might influence subordinate's effectiveness individually in all situations. This study was designed to test the assumptions inferred from operant conditioning theory of leadership for enterprise staff. It was found that (1) contingent reward behavior had positive effect on subordinate's effectiveness; (2) noncontingent reward-punishment behavior had negative effect on subordinate's supervisory satisfaction; (3) subordinate's task structure had moderating effect on the relationship between contingent reward behavior and subordinate's performance; (4) subordinate's work ethic had moderating effect on the relationship between contingent reward behavior and subordinate's effectiveness, and the relationship between noncontingent reward-punishment behavior and subordinate's supervisory satisfaction. The implications of these findings in interactionism and/or interactional approach to study leadership, and their applications for business organization are then discussed.