http://dx.doi.org/10.6129/CJP.2007.4904.06
Chinese Journal of Psychology, 49(4), 2007， 407-432
姜定宇（國立中正大學心理學系）；鄭伯壎（國立台灣大學心理學系）；鄭紀瑩（Graduate School of Business, Columbia University）；周麗芳（高雄醫學大學心理學系）
摘要
效忠主管雖為華人企業組織的重要概念，但卻少有實證研究予以深入地討論。其中一項可能的原因，就是缺乏適當且廣為接受的測量工具，因此，本研究的主要目的，即為填補此一不足之處。本研究主要分為兩個部份，在研究一中藉由回顧近期的個案研究與歷史文獻，掌握華人效忠主管的概念意涵；而在研究二中，則是根據研究一所獲得的結果，進一步編製出相對應的測量題項，並藉由三個獨立樣本資料加以探討各項計量特徵。探索性與確認性因素分析結果指出，華人效忠主管量表包括認同主管、內化價、主動配合、業務輔佐、服從不貳及犧牲奉獻等六項因素向度。同時，華人效忠主管量表在各項信度指標上皆有合宜的水準，而在效標關聯效度分析中，華人效忠主管量表與家長式領導、工作績效、角色外行
為、主管信任等變項，具有顯著的關聯性。最後，本研究指出華人效忠主管議題的未來研究方向。
關鍵詞：效忠主管、量表建構、建構效度、華人組織行為
Chinese Loyalty to Supervisor: Construct Analysis and Scale Development
Jiang Ding-Yu（Department of Psychology, National Chung-Cheng University）；Cheng Bor-Shuian（Department of Psychology, National Taiwan University）；Cheng Chi-Ying（Graduate School of Business, Columbia University）；Chou Li-Fang（Department of Psychology, Kaoh-Siung Medical University）
Abstract
Loyalty to supervisor is a prevalent but under-investigated phenomenon in Chinese organizations. One plausible
reason for this is the lack of a reliable and valid measure of loyalty in the Chinese context. This study aims to develop a valid measure of Chinese loyalty to supervisor. In Study 1, we identify a four-dimension construct
of loyalty to supervisor that consists of 11 subdimensions (factors) on the basis of loyalty literature. The four dimensions are: identification with supervisor, task assistance, obedience, and sacrifice for supervisor. In Study 2, a 40-item Chinese loyalty to supervisor scale was developed and examined by three independent samples.
The results from exploratory and confirmatory factor analyses indicated that the 11-factor, 40-item scale could be reduced to a 6-factor, 21-item scale. The six factors are: identification with supervisor, internalization of the supervisor’s values, initiative accommodation, task assistance, obedience, and sacrifice for supervisor. Results of reliability analyses indicated that the Chinese loyalty to supervisor scale is reliable and stable over time.
Evidence that supports the criterion-related validity of Chinese loyalty to supervisor scale shows that Chinese
loyalty to supervisor significantly associates with paternalistic leadership, job performance, extra-role performance, and supervisor trust in subordinate. This newly developed scale has theoretical and practical implications for future research on Chinese organizational behavior.
Keywords: Loyalty to supervisor, Chinese Loyalty to Supervisor Scale, reliability and validity, and Chinese
organizational behavior reliability and validity, and Chinese organizational behavior
