臺灣博碩士論文加值系統

組織內部進行運作與管理時，大部分員工希望能得到主管的支持，然而在組織資源有限的情況下，自利性的行為往往因應而生。現有研究鮮少針對主管－成員交換關係的前因進行更進一步的探討。當個人需藉由競爭技巧爭取與主管之間的良好關係並成為可獲得較多資源之內團體成員時，組織政治行為便成為競爭的手段。本研究旨在探討政治行為對主管－成員交換關係的影響；同時，進一步確認組織政治知覺與信任在此關係中之角色。本研究總計收集295份員工與主管配對樣本。研究結果顯示，政治行為與領導－成員交換間存在正向關係，同時高組織政治知覺(相較於低組織政治知覺)政治行為與領導－成員交換間的正向關係較強；而主管高信任(相較於低信任)，其政治行為與領導－成員交換間的正向關係較弱。研究結果除可對於主管－成員交換關係的前因探討提供實證研究，以填補目前學術研究之缺口外，並提出對組織人力資源管理實務之具體建議。

Most employees hope to get the support of their supervisors in the operation of organizational management. However, self-benefit behavior would present because of the limited organizational resources. There is a few previous research explored the antecedents of leader-member exchange. When the employees need to use competition skills to keep a good relationship with supervisors and to be the in-group member in order to get more resources, the political behavior has become a competition skill. The purpose of this study focused on investigating the relationship between leader-member exchange and political behavior. In addition, this study also explored the roles of organizational politics perceptions and trust in the relationship. A total of 295 dyadic data are collected from employees and supervisors as the samples. The results indicated that there is a significant positive relationship between leader-member exchange and political behavior. Besides, the relationship between leader-member exchange and political behavior is stronger when organizational politics perception is high (rather than organizational politics perception is low). I addition, the relationship between leader-member exchange and political behavior is stronger when leaders’ trust is high (rather than leaders’ trust is low). The results of this study not only provide the empirical research about the antecedents of leader-member exchange to fill the gap in current academic research, but also propose the related management practices recommendations for human resources management.

摘 要 I
Abstract II
誌 謝 III
目 錄 IV
表目錄 VI
圖目錄 VII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第二章 文獻探討 6
第一節 認知發展理論 6
第二節 社會交換理論 8
第三節 政治行為 10
第四節 組織政治知覺 17
第五節 信任 26
第六節 領導-成員交換 35
第七節 各研究變項關係之推論 43
第三章 研究設計與方法 47
第一節 研究架構 47
第二節 研究假設 48
第三節 各研究變項操作性定義與衡量工具 49
第四節 研究樣本與資料蒐集方法 58
第五節 樣本特性分析 59
第六節 資料處理與分析方法 61
第四章 研究結果 63
第一節 各研究變項之描述分析 63
第二節 個人特徵在各研究變項間之差異分析 64
第三節 各研究變項間之相關分析 69
第四節 各研究變項間之迴歸分析 71
第五節 研究假設結果彙整 77
第五章 討論與建議 78
第一節 理論意涵 78
第二節 實務建議 81
第三節 研究限制與未來研究建議 86
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三、網路資料
1.前程無憂網（2012）。調查報告：應對職場討厭的人？【新聞群組】。取自http://big5.51job.com/gate/big5/arts.51job.com/arts/79/278433.html