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| Title: | 主管自戀和員工創造力--以害怕失敗為中介變數及員工自戀為調節變數
Narcissistic Supervisor and Employee Creativity: The Mediating Role of Fear of Failure and Moderating Role of Employee Narcissism |
| Authors: | 吳祉叡
Wu, Chih-Jui |
| Contributors: | 樊學良
Fan, Hsueh-Liang
吳祉叡
Wu, Chih-Jui |
| Keywords: | 主管自戀
員工創造力
害怕失敗
顯性自戀
隱性自戀
supervisor narcissism
employee creativity
fear of failure
grandiosity–exhibitionism narcissism
vulnerability–sensitivity narcissism |
| Date: | 2019 |
| Issue Date: | 2020-02-05 18:31:48 (UTC+8) |
| Abstract: | 在全球化及資訊快速流動的時代，創新成為企業中不可或缺的關鍵要素；在企業創新的過程中，員工創造力則扮演了相當重要的角色。近年來，學者開始關注主管負向人格特質對員工創造力的影響，而各項負面特質中，又以「自戀」最受學者們的關注。為此，本研究目的即在探討：(1) 主管自戀對員工創造力之影響，本研究並將創造力評量分為激進式、漸進式創造力，以及例行表現（非創造力展現）；(2) 員工害怕失敗在主管自戀與員工創造力間之中介角色；以及 (3) 員工顯性和隱性自戀之調節效果。本研究針對台灣及大陸地區員工進行網路問卷調查，共蒐集354份有效樣本。迴歸分析結果顯示：(1) 主管自戀對員工激進式創造力、漸進式創造力，以及例行表現間均有正向影響；(2) 主管自戀對員工害怕失敗有正向影響，且害怕失敗部分中介主管自戀與員工激進式創造力、漸進式創造力，和例行表現之關係；(3)員工顯性自戀調節主管自戀與員工漸進式創造力之關係；(4) 員工隱性自戀調節主管自戀與員工激進式創造力、漸進式創造力、例行表現之關係。最後，根據研究發現討論其理論意涵及在管理實務上的建議。
Innovation has become a critical factor for business in the era of globalization and rapid information flow. Employee creativity plays a key role in the process of innovation. Scholars have focused on the effect of negative supervisor personality traits on employee creativity. Among those traits, a consensus has yet to be reached on supervisor narcissism. To bridge the literature gap, this study was conducted to explore (a) the relationship of employees by categorizing creativity into 3 forms, namely radical creativity, incremental creativity, and routine performance (noncreative performance); (b) the mediating role of employees’ fear of failure on the relationship between narcissistic supervisors and employee creativity; and (c) the moderating role of grandiosity–exhibitionism narcissism and vulnerability–sensitivity narcissism of employees. An online questionnaire was used to survey 354 employees from Taiwan and China. A regression analysis revealed that (a) narcissistic supervisors positively affect radical creativity, incremental creativity, and routine performance of employees; (b) employees’ fear of failure partially mediates the relationships between narcissistic supervisors and radical creativity, incremental creativity, and routine performance of employees; (c) grandiosity–exhibitionism narcissism of employees moderates the relationship between narcissistic supervisors and incremental creativity of employees; and (d) vulnerability–sensitivity narcissism of employees moderates the relationships between narcissistic supervisors and radical creativity, incremental creativity, and routine performance of employees. On the basis of these findings, this study provides academic implications and managerial advice for enterprises on recruitment and leader behavior. |
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| Description: | 碩士
國立政治大學
科技管理與智慧財產研究所
106364139 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0106364139 |
| Data Type: | thesis |
| DOI: | 10.6814/NCCU202000079 |
| Appears in Collections: | [科技管理與智慧財產研究所] 學位論文
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