個人主管適配與員工建言之關係-心理安全感之中介效果與程序公平之調節效果

Abstract

本研究目的為探討個人主管適配與員工建言之間的關聯性，心理安全感的中介機制以及程序公平的調節機制。使用問卷調查進行研究，採便利抽樣，採主管-部屬一對二的配對方式發放問卷，三人一組共有300份問卷，有效問卷主管89份，員工178份，有效問卷的回收率為89.00％。研究結果顯示，個人主管適配與員工建言之間有正向關聯；心理安全感在個人主管適配與員工建言之間有完全中介效果；程序公平在個人主管適配與心理安全感間其調節機制為替代效果；個人主管適配與程序公平的交互作用效果會透過心理安全感的中介效果影響員工建言。最後，針對研究結果進行討論，分別提出管理實務與未來研究建議。

The purpose of this study is to investigate the relationship between person-supervisor fit and empolyee voice, as well as the Mediating effects of psychological safety and the moderating effects of procedural justice . The study used convenience sampling selecting companies in Taiwan. The recovered parts of survey data including 89 managers and 178 employees,there was totally 267 valid samples and the response rate was 89.00%.The results indicate that person-supervisor fit are positively associated with empolyee voice, and psychological safety fully mediate the relationship between person-supervisor fit and empolyee voice. Then,a stronger procedural justice perception is a substitute for person-supervisor fit for psychological safety.Furthermore, psychological safety mediates the interactive effect between person-supervisor fit and procedural justice on empolyee voice. Finally, implications for research and practice are discussed.