學刊論文
主管忠誠:華人本土構念的美國驗證

中華心理學刊
民94 , 47 卷, 2 期, 139-156


姜定宇(台灣大學心理學研究所);鄭伯壎(台灣大學心理學研究所);任金剛(中山大學人力資源管理研究所);謝宜君(California School of Organizational Studies, Alliant International University)

 

摘要

在華人的企業組織中,忠誠是部屬與其主管 互動的重要特徵。現有的研究雖然不多,但已掌 握華人本土的主管忠誠概念,並發展出華人主管 忠誠的建構與測量。然而,由於直接延伸自組織 承諾的概念,所以,西方主管忠誠的概念本身缺 乏完整的建構。因此,本研究以華人本土主管忠 誠的概念與測量,進行跨文化比較研究,以彌補 西方主管忠誠概念的不足。經由內容分析確認量 表內容效度後,蒐集美國160 對與台灣400 對領 導者與部屬對偶樣本進行分析。初步結果指出: (1)華人本土主管忠誠建構,具有相當程度的文 化普同性;(2)本土普同性主管忠誠與西方主管 忠誠構念,對工作滿意度、工作績效、及間接組 織公民行為的預測上,美國與台灣相同。文章中 對於研究結果的意涵有更為深入地討論,並提出 未來研究的方向。

 

關鍵字:跨文化研究、本土普同性構念、組織 承諾、主管承諾、主管忠誠


Supervisory Loyalty: Test of Chinese Indigenous Constructs in the United States

Ding-Yu Jiang(Graduate Institute of Human Resource Management National Central University);Bor-Shiuan Cheng(Graduate Institute of Human Resource Management National Central University);Chin-Kang Jen(Institute of Human Resource Maragement, National Sun Yat-Sen University);Jean H. Riley(California School of Organizational Studies, Alliant International University)

 

Abstract

Supervisory loyalty (Loyalty to supervisor) is the most significant character in the dyadic relationship between subordinates and supervisors in Chinese Business enterprises. Based on several Chinese indigenous studies including case studies and largescale questionnaire administrations, researchers have built the constructs and measurement of Chinese supervisory loyalty. In comparison with Western concept, Chinese supervisory loyalty not only has commonality with Western construct, identification and internalization, but also has Chinese indigenous constructs, such as sacrifice and dedication, task assistance, obedience and compliance, and initiative supportiveness. Obviously, the concept of supervisory loyalty is much more comprehensive in Chinese than in Western contexts. One would explain these differences as social culture influences, however, the concept of supervisory commitment, which derived from organizational commitment in Western context, would limit the scope of the concept. As a result, we believe that constructs developed under Chinese context would be also true in Western context and compensate the gap in international literature. For this purpose, cross-culture study using supervisory loyalty scale developed in Chinese context and the content were validated by content validity analysis. Using 160 dyadic samples from the United States and 400 dyadic samples from Taiwan, the results showed that those indigenous supervisory loyalty constructs developed under Chinese context are also valid in the United States, and the relationships between the two constructs of supervisory loyalty-Western and Chinese indigenous commonality, and employee outcomes are similar in most cases among two locations. Implications and future directions were discussed and provided.

 

Keywords: Cross-culture study, indigenous culture commonality construct, organizational commitment, supervisory commitment, supervisory loyalty

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