Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Faculty of Business | en_US |
| dc.contributor.advisor | 林佳 (FB) | en_US |
| dc.contributor.advisor | 刘武 (MM) | en_US |
| dc.creator | Chen, Wei-cheng | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/13361 | - |
| dc.language | Chinese | en_US |
| dc.publisher | Hong Kong Polytechnic University | en_US |
| dc.rights | All rights reserved | en_US |
| dc.title | 双领导架构下的下属:探讨领导能力与关系比较的影响 | en_US |
| dcterms.abstract | 本文旨在探讨双领导情境中，领导间的能力比较差异及双领导与下属的关系质量差异是否会影响下属的工作行为及其影响机制。具体而言，基于社会比较理论及领导成员交换理论，本研究从下属的视角出发，推测当下属察觉到双领导间（职能部门领导及项目团队领导）能力差异及与双领导发展出不同水平的关系质量时，这些比较感知促使下属对职能部门领导产生鄙视情绪。鄙视情绪通常传达了一种远离的社会信息，因此下属产生离职倾向及做出工作退缩行为。本研究亦探索了下属工作机会感知的调节作用。本研究选择矩阵型组织作为研究场景，于13 家于中国的企业招募 61 个组别的 309 名员工。文章采用纵向研究方法，对同一研究对象进行为期两个月共 3 次的问卷调查。研究结果显示，当下属向上比较发现直线（职能部门）领导比横向（项目团队）领导在能力上更差时，下属会对直线（职能部门）领导产生鄙视情绪，这种情绪进一步影响了下属的离职倾向和工作退缩行为。虽然本研究探索了下属工作机会感知的调节效应，但其结果并不显著，且领导成员交换关系的质量差异对下属鄙视情绪的影响与本文作者预测相反。总体而言，本研究拓展了双领导情境及鄙视情绪的研究，也为组织中的人力资源管理提供了实际指导价值。 | en_US |
| dcterms.alternative | Subordinates under a dual leadership structure : exploring the consequences of leader competence and relationship comparisons | en_US |
| dcterms.extent | 85 pages : color illustrations | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 2024 | en_US |
| dcterms.educationalLevel | D.Mgt. | en_US |
| dcterms.educationalLevel | All Doctorate | en_US |
| dcterms.LCSH | Leadership | en_US |
| dcterms.LCSH | Executive ability | en_US |
| dcterms.LCSH | Industrial management | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| 7800.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 1.71 MB | Adobe PDF | View/Open |
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