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Farmer, Steven Marvin. "Strategies in upward influence : antecedents of upward influence styles and the impact of attributions for failure." Diss., Georgia Institute of Technology, 1993. http://hdl.handle.net/1853/29577.
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Brake, William A. brake. "An Examination of Followers' Upward Influence." Case Western Reserve University School of Graduate Studies / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=case1496924766830278.
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Byrne, Ros, and n/a. "Influencing the boss : correlates of upward influence strategies." University of Canberra. Administration, 1994. http://erl.canberra.edu.au./public/adt-AUC20050202.165638.
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The research reported in this thesis examines some aspects of upward influence behaviours at work, and in particular, the relationship between type of influence behaviours used and a number of potential correlates, including sex of agent, sex of target, sex-role identity, locus of control, job level, job type (secretarial worker or not) and educational level of agent.
To examine these relationships. 64 male and 173 female white-collar workers (at AS01 to AS06 levels, or equivalent) in three large organisations in Canberra (A.C.T.) were surveyed, with a questionnaire containing measures of influence behaviours, attitudes to influencing upwards at work, a measure of sex-role identity, and a measure of locus of control beliefs, as well as demographic information.
The data gathered from this survey was analysed using univariate, bivariate. and multivariate methods.
Results showed limited support for stereotypical differences between males and females in influence behaviours used, and no support for
hypotheses involving sex of target, sex-role identity, or secretarial workers.
Influence behaviours previously identified as having positive outcomes for the agent were found in this study to be significantly associated with job level and educational level; influence behaviours previously identified as having negative outcomes for the agent were significantly associated with the tendency to explain outcomes in terms of control by powerful others, and with a sex-role identity characterised by negative masculinity traits. These findings suggest the importance of both structural and personal factors in choice of upward influence strategies at work.
Suggestions for further research are provided.
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Russell, Sophia. "The Role of Upward Influence in Organizational Politics: A Discussion on the Effectiveness of Single and Combined Influence Tactics in an Upward Direction." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/scripps_theses/1379.
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As part of organizational politics, influence allows employees to impact the attitudes and behaviors of peers, supervisors, and subordinates. Even though there are a variety of influence tactics, this thesis examines the few tactics used individually and in combination in an upward direction. This thesis adds to upward influence literature by discussing not only effective upward tactics, but also strategies found in unsuccessful attempts, providing insights for employees. The individual influence tactics discussed to be most successful are rational persuasion, consultation, and ingratiation, while exchange tactics are likely to lead to a failed influence attempt. The combined influence tactics found to lead to a greater chance of success are soft and rational tactics, while combinations of hard as well as hard and soft tactics were shown to be less successful in upward influence attempts. Additionally, limitations and future research on upward influence are identified in the thesis.
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Reed, Shirley A. McCarthy John R. "The exercise of upward influence by community college learning resources administrators." Normal, Ill. Illinois State University, 1985. http://wwwlib.umi.com/cr/ilstu/fullcit?p8514782.
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Thesis (Ed. D.)--Illinois State University, 1985.Title from title page screen, viewed June 9, 2005. Dissertation Committee: John McCarthy (chair), Ronald Halinski, William Piland, Mary Ann Lynn, Marilyn Feldmann. Includes bibliographical references (leaves 106-109) and abstract. Also available in print.
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Muzzin, Joanne Jennifer. "Influence of upward water flow on downward DNAPL migration through a rock fracture network." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq22367.pdf.
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Chow, Toi Kwan. "Examining upward influence as a form of citizenship behavior in universities in Hong Kong." HKBU Institutional Repository, 2012. https://repository.hkbu.edu.hk/etd_ra/1478.
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Hallenbeck, Susan Leslie. "Cultural knowledge and upward influence: a study of nonacademic middle managers at multi-purpose midwestern university /." The Ohio State University, 1994. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487856906261076.
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Alshenaifi, Najla. "Follower upward influence tactics and their relationships with job performance ratings : the importance of leader-member exchange (LMX) and leader/follower gender similarity." Thesis, University of Southampton, 2016. https://eprints.soton.ac.uk/402058/.
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This doctoral study focuses on upward influence tactics and the social exchange process which takes place between leaders and their followers. The research posits Leader-Member Exchange (LMX) dimensions as a theoretical mechanism for understanding how upward influence tactics work. More specifically, it analyses the roles of LMX dimensions in mediating the relationship between followers’ upward influence tactics and job performance ratings. Furthermore, it seeks to understand the role of gender similarity in moderating the relationship between upward influence tactics and LMX dimensions. It goes on to query upward influence tactics’ direct and non-linear relationships with job performance ratings, the differences between leaders’ and followers’ reporting of the use of follower upward influence tactics and test their relationships with job performance ratings, and the use of these tactics in the Saudi context. The empirical research for the present study took place in public, private, and non-profit organizations in Saudi Arabia. This is a country which has not been the focus of research on influence tactics to date in the literature. Based on a sample of 389 leader-follower pairs, the results show a number of significant relationships. Results revealed that rationality and self-presentation tactics have positive relationships with job performance ratings while exchange of benefits and upward appeal tactics have negative relationships with job performance ratings. Moreover, LMX-loyalty mediates the relationship between upward influence tactics of rationality, ingratiation, upward appeal, coalition, and self-presentation with job performance ratings. LMX-affect mediates the relationship between upward influence tactics of upward appeal and coalition with job performance ratings. Gender similarity moderates the relationship between rationality ingratiation, upward appeal, coalition, and self-presentation tactics and LMX-loyalty. Specifically, the relationship between these tactics and job performance ratings are mediated by LMX-loyalty in case of the leader and the follower having the same gender. Additionally, non-linear relationships have been found between the use of coalition and upward appeal tactics and job performance ratings within Saudi culture. These latter findings suggesting non-linear effects for some upward influence tactics propose new avenues for conducting research in the area of influence tactics within differing cultural contexts. Finally, while rational persuasion and ingratiation were the most-used tactics, self-presentation was moderately used in Saudi culture. Assertiveness, upward appeal, coalition, and exchange of benefits were used far less by comparison in Saudi Arabian culture.
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Charrier, Maxime. "Se confronter à bien meilleur que soi peut-il être bénéfique ? : influence de l’intensité de la comparaison ascendante sur l’évaluation de soi et la performance." Thesis, Rennes 2, 2016. http://www.theses.fr/2016REN20044.
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Cette thèse vise à étudier les effets, bénéfiques ou délétères, de l’intensité de la comparaison ascendante sur l’évaluation de soi et la performance. Dans une série de cinq études, nous avons placé au coeur de nos investigations une controverse relative aux effets d’une comparaison ascendante forte par rapport à une comparaison ascendante modérée.La comparaison ascendante forte se révèle bénéfique à court terme, les participants améliorant leur performance, ce qui n’est pas systématiquement le cas pour une comparaison ascendante modérée (études 1, 2 et 3). En revanche, en ce qui concerne l’évaluation de soi, à l’exception de l’étude 1, une comparaison ascendante forte n’entraîne pas toujours une évaluation de soi inférieure à une comparaison ascendante modérée.Nous avons également cherché à clarifier cette controverse en interrogeant le rôle joué par les attributions causales (Weiner, 1985) dans l’évolution constatée de la performance. En interrogeant les attributions des participants, nous constatons une prévalence des attributions à l’effort (étude 2) ainsi qu’une corrélation positive entre celles-ci et les attentes de réussite (études 3, 4 et 5) dans la condition de comparaison ascendante forte. D’autre part, en manipulant les attributions de la cible de comparaison, il apparaît que les participants exposés à un feedback d’échec et des attributions à l’habileté présentent un niveau d’évaluation de soi plus faible qu’en l’absence de feedback d’échec (étude 4). De surcroît, les attributions à l’effort contribuent au maintien de l’évaluation de soi uniquement en présence de trois cibles en comparaison d’une seule cible (étude 5)This thesis aims to study the beneficial or deleterious effects of intensity of upward comparison on self-evaluation and performance. In a series of five studies, we have placed at the heart of our investigations a controversy which deals with the effects of a strong upward comparison with regard to a moderate upward comparison.The strong upward comparison is beneficial in the short term, participants improving their performance, which is not always the case for a moderate upward comparison (Studies 1, 2 and 3). In contrast, as regards of self-evaluation, except for Study 1, a strong upward comparison does not always mean a lower self-evaluation than a moderate upward comparison.We also sought to clarify this controversy by questioning the role of causal attributions (Weiner, 1985) in the observed evolution of performance. By measuring participants’ causal attributions, we see a prevalence of effort attributions (Study 2) and a positive correlation between them and expectations of success (studies 3, 4 and 5) in the strong upward comparison condition. Furthermore, by manipulating causal attributions of the comparison target, it appears that participants exposed to a failure feedback and ability attributions have a lower level of self-evaluation than in the absence of feedback of failure (study 4). Moreover, effort attributions contribute to the maintenance of self-evaluation only in the presence of three targets compared to only one target (Study 5)
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Steizel, Sebastián. "La influencia hacia arriba en entornos virtuales de trabajo: Una comparación entre trabajadores presenciales y virtuales." Doctoral thesis, Universitat Oberta de Catalunya, 2016. http://hdl.handle.net/10803/369313.
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El present treball s'ha focalitzat a analitzar de quina manera els treballadors virtuals adapten els seus comportaments per influir sobre els seus caps distants en comparació amb els presencials; i de quina manera utilitzen els mitjans de comunicació per dur endavant aquesta tasca. Es van realitzar estudis qualitatius i quantitatius (taules de contingència) per analitzar el procés d'influència interpersonal cap amunt. L'estudi qualitatiu va identificar una nova tàctica d'influència que anomenem intermediació. En l'estudi quantitatiu, els resultats van mostrar que els treballadors presencials comencen l'esdeveniment d'influència amb una interacció cara a cara, a través de tàctiques de raó i amistat, per després continuar a través del correu electrònic amb tàctiques més dures. Per la seva banda els treballadors virtuals comencen la influència amb mitjans asincrònics amb tàctiques de raó i amistat, per continuar de forma sincrònica amb tàctiques que involucren a altres. Es ressalten les contribucions teòriques al camp de la influència interpersonal i la teoria de successió de mitjans (Stephens, 2007).El presente trabajo se ha focalizado en analizar de qué manera los trabajadores virtuales adaptan sus comportamientos para influir sobre sus jefes distantes en comparación con los presenciales; y de qué manera utilizan los medios de comunicación para llevar adelante esta tarea. Se realizaron estudios cualitativos y cuantitativos (tablas de contingencia) para analizar el proceso de influencia interpersonal hacia arriba. El estudio cualitativo identificó una nueva táctica de influencia que denominamos intermediación. En el estudio cuantitativo, los resultados mostraron que los trabajadores presenciales comienzan el evento de influencia con una interacción cara a cara, a través de tácticas de razón y amistad, para luego continuar a través del correo electrónico con tácticas más duras. Por su parte los trabajadores virtuales comienzan la influencia con medios asincrónicos con tácticas de razón y amistad, para continuar de forma sincrónica con tácticas que involucran a otros. Se resaltan las contribuciones teóricas al campo de la influencia interpersonal y la Teoría de sucesión de medios (Stephens, 2007).
This work has been focused to discuss how virtual workers adapt their behavior to influence their distant leaders compared with virtual workers; and how they use information technology to carry out this task. Qualitative and quantitative analysis were conducted to analyze the process of interpersonal upward influence. The qualitative study identified a new influence tactic called intermediation. In the quantitative study, results showed that traditional workers begin the event of influence with a face-to-face interaction, through tactics of reason and ingratiation, and then continue through email with hard tactics. On the other side, virtual workers begin the influence process through asynchronous media, with reason and ingratiation tactics; and continue synchronously with tactics that involve third agents. This work contributes to the field of interpersonal influence tactics and to the ICT Succession Theory (Stephens, 2007).
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Majithia, Pronoti. "Exploring a moral world moral issues and influences in the lives of low-income African American youth in the Upward Bound program /." Cincinnati, Ohio : University of Cincinnati, 2006. http://www.ohiolink.edu/etd/view.cgi?acc%5Fnum=ucin1147638403.
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Thesis (M.A.)--University of Cincinnati, 2006.Title from electronic thesis title page (viewed Aug. 3, 2006). Includes abstract. Keywords: Moral Reasoning and Action Includes bibliographical references.
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MAJITHIA, PRONOTI. "EXPLORING A MORAL WORLD: MORAL ISSUES AND INFLUENCES IN THE LIVES OF LOW-INCOME AFRICAN AMERICAN YOUTH IN THE UPWARD BOUND PROGRAM." University of Cincinnati / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1147638403.
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SMITH, JACQUELINE R. "THE INFLUENCE OF UPWARDLY MOBILE AFRICAN AMERICAN WOMEN'S RACIAL IDENTITY DEVELOPMENT ON ANTICIPATED SATISFACTION OF COUNSELING SERVICES." University of Cincinnati / OhioLINK, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=ucin990547863.
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Li, Chang-Lung, and 李長隆. "The upward influence tactics in Chinese organization." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/45548743276065364630.
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碩士元智大學
企業管理學系
95
The interaction between superiors and subordinates is one of the most important research questions in organization behavior studies. Since lacking formal authority, subordinates often use influence tactics to change their superiors’ behaviors and reach their purposes, called “upward influence” Most previous studies usually use upward influence tactics found in western literature as their framework, and test in Chinese organizations. Some researchers are getting aware of the cultural difference and the possible influence on the usage of upward influence tactics. However, we still have very little understanding about the framework of upward influence tactics in Chinese organizations. Comparing with western culture, Chinese culture appears to be higher power distance, relationship-oriented and more strategy –oriented. Therefore, this study tries to find out the unique upward influence tactics in Chinese organization. Following the inductive approach, the study used open questionnaire survey to collect the upward influence events in work organization, which is used by Kipnis(1980). In total, we collected 60 available samples and66successful upward influence tactics. These tactics can be integrated into three categories, and eleven influence tactic. The first category is direct tactics, including rational persuasion, presenting fact, and soft persuasion. The second category is asking help from third party, including asking help from expert, asking help through relationship, coalition and upward appeal. The third category is Indirect ask tactics, including acting according to timing, throwing a stone to clear the way, ostensible obedience and throwing a brick to get a gem in return. Comparing with western literature, direct tactics are common used in both Western and Chinese organization. Asking help through relationship reflects the relationship-orientation characteristic in Chinese society. Besides, due to high power distance and strategy-thinking influence culture, indirect tactics are the special phenomenon in Chinese organizations, which shows the complication of interpersonal interaction in Chinese society. Keywords：Upward influence, cultural difference, inductive approach
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Peng, Yen-Chi, and 彭彥綺. "Relationships of Machiavellianism and Upward Influence Tactics." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/76507080643916831571.
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碩士國立中山大學
人力資源管理研究所
94
Influence behaviors have generally been affected by personality. In organizational research, Machiavellianism has commonly been defined as the need to develop and defend one’s power and success. Thus, Machiavellianism more likely that personality may predict use of these influence tactics. The purpose of this study is to examine the relationships of Machiavellianism and upward influence tactics, and examine the moderating effect of demographic variables. This study selected 2828 business employee to answer the questionnaire, and there are 2761 copies valid return. A factor analysis, there are five dimensions of upward influence tactics: upward device, rational persuasion, impression management, ingratiation and pressure. The result showed that (1) there are hypotheses supported for strongly positive relationship between Machiavellianism and upward influence tactics, (2) the moderating effect of demographic variables were partly supported in this study.
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Su, Chen-shih, and 蘇振世. "Relationship between upward influence tactics and job satisfaction." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/78379469346435461612.
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碩士國立中山大學
人力資源管理研究所
94
This study investigates the relationship between upward influence tactics and job satisfaction from the employees in Taiwan , According to the results of analyses conducted on data collected from 2761 employees. The seven personal characteristics variables examined were gender, age, education, marriage, With subordinates the manager to work together as colleagues the period of service, in office the organization work period of service and position . Results indicated the importance of upward influence tactics and individual differences on assessments of job satisfaction as follows: First, the upward political line obtains five constructions surface by way of the host ingredient analysis, the naming is: (1) rationality convinces (2) exchange and upwardly demands (3) image to manage (4) fawns on (5) hindrance to exert pressure Second, the work satisfies the feeling to obtain six constructions surface by way of the host ingredient analysis, the naming is: (1) work achievement feeling (2) compensation satisfies (3) boss to satisfy (4) is promoted the opportunity (5) colleague to relate (6) work support Third, personal characteristics variable and relations upward political behavior: (1) male are more than in the upward political behavior activity the female. (2) work period of service 3~10 year or 30~40 year-old age level for political behavior operation degree most exuberant time. (3) high school record, mostly also is the upward political behavior highly by chance. (4) with subordinates the manager to work together as colleagues the period of service to be longer, the upward political behavior utilization regulation goes past high. (5) in management level, Regarding upward political behavior by chance degree, the high social class position manager and center the social class position manager obviously is higher than the basic unit social class managers. Fourth, personal characteristics variable and satisfies the relations with the work: (1)different personal characteristics variable all has in the work achievement feeling reveals the difference. (2)besides the education level, different personal characteristics variable and satisfies in the compensation on all has reveals the difference. (3)except outside the sex, the age, the education level, other four item of personal characteristics variable and satisfies in the boss on all has reveals the difference. (4)except outside the age, the education level, the marriage, other four item of personal characteristics variable in is promoted in the opportunity to have reveals the difference. (5)only has the sex, is in office the organization work period of service, work official rank three item of personal characteristics variable relates in the colleague on has reveals the difference. (6)except outside the sex, the education level, the marriage, other four item of personal characteristics variable all has in the work support reveals the difference. Fifth, controls personal characteristics variable, satisfies the relations in view of the upward political behavior and the work, after correlation analysis result: (1)regarding the work achievement feeling influence, "the rationality convinces" and "fawns on" presents is being connected, but "the exchange and the upward demand" presents causes the negative effect. (2)regarding salary satisfied influence, "exchange and upward demand" the upward political behavior effect is best, but uses "the hindrance exerts pressure" the way, then possibly instead causes the negative effect. (3)regarding the boss satisfied influence, the utilization "fawns on" the effect is best, adopts "the hindrance exerts pressure" the way to be able to appear the negative effect. (4)regarding is promoted the opportunity influence, adopts "the exchange and the upward demand" is easiest to achieve the expectation goal. (5)influence which relates regarding the colleague, "the rationality convinces" and "fawns on" has the frontage to strengthen the influence, but "the exchange and the upward demand" and "the hindrance exerts pressure" has the negative destruction influence. (6)regarding the work support influence, adopts "the exchange and the upward demand" the upward political behavior effect is best, but "the hindrance exerts pressure" can have the negative effect.
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Ku, Lan-Hsing, and 谷蘭馨. "The relationship between Upward Influence Styles and Salary." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/90626098702606541677.
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碩士國立中山大學
人力資源管理研究所
94
The purpose of this research is to find out the Upward-Influence factors, which were used by domestic employees. In addition, by applying cluster analysis, this paper tried to identify the types of upward influence and the salary differentials between those types. As follows, one may see the research results: 1.This research finds five major upward influence strategies namely, Upward Tactics, Reason, Ingratiation, Image Management and Blocking. Among these five upward influence strategies, the one most frequently utilized by domestic employees is Reason (mean=2.9, SD=0.791). 2.By using a hierarchical cluster analysis of five upward influence strategies, we identified four types that characterized the way employees influence their superiors. “Shotgun” employees used most upward influence and emphasized upward tactics and blocking; “Gentle” employees used an average amount of upward influence and emphasized reason and ingratiation; “Passive” employees used little upward influence with their superiors; and “Bystander” employees, 41.3% of the sample, used moderate upward influence. 3.There are salary differentials between four upward influence types. “Gentle” employees had significantly highest salaries than others. On the contrary, “Passive” employees received lowerest salaries. There is no significantly salary differential between “Shotgun” and “Bystander” employees.
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Chen, Wei-Chi, and 陳威琦. "The Effect Of Upward Influence Behavior On Organizational Culture." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/57433163608086455532.
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碩士國立中山大學
人力資源管理研究所
94
The study explores how organization upward political behavior affect organizational culture. Jim min Lee’s(2006) Organizational Upward Influence Behavior Scale is tested. Through factor analysis, there are five dimensions：Rational Persuasion, Upward appeal, image management, Ingratiating, Pressure. In organizational culture scale, Wallach’s(1983) twenty one items scale is tested. First, examine the relationship between the five-dimension organization upward political behavior and samples’ basic data via one-way ANOVA. Second, examine the relationship between the five-dimension organization upward political behavior and generations at work. Third, examine the relationship between the five-dimension organization upward political behavior and manager or non-manager level. Finally, examine the relationship between the five-dimension organization upward political behavior and the three-dimension organization culture via one-way ANOVA. The result shows that samples basic data have effects on organizational upward influence behavior. Besides, X generation has effects on rational persuasion, image management, and pressure. The managers have effects more than non-managers. Finally, innovative culture has effects on rational persuasion, image management, and ingratiating.
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Chiang, Hua-Jung, and 江華容. "The Effect of Manager’s Leadership On Employees’ Upward Influence Behaviors." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/78448615119074124769.
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碩士國立臺北大學
企業管理學系
97
The purpose of the present study is to investigate the effect of manager’s leadership on employees’ upward influence tactics. Though western studies have plenty researches at this particular area, but due to the fundamental differences between eastern and western culture, a research conducted in Taiwan is necessary and worthwhile. This study utilized Bass & Avolio’s leadership assessment questionnaire MLQ Form 6S and Schriesheim and Hinkin’s revised upward influence tactics questionnaire, and its result may form as a basis for future research in this area and be beneficial to the practically working public. The leadership styles contained in this research are transformational leadership, transactional leadership, and laissez-faire leadership, and the six upward influence tactics covered in this research are ingratiation, exchange of benefit, rational conviction, strong command, appeal, and coalition. The research result confirms that subordinates’ upward influence tactics do depend on their managers’ leadership styles. Subordinates are more likely to use ingratiation, exchange of benefits, rational conviction and coalition as their upward influence tactics while their managers are transformational leaders. However, if they are working with a manager applying transactional leadership, all the influence tactics are used. While in the atmosphere of laissez-faire leadership, subordinates tend to use upward influence tactics including ingratiation, exchange of benefits, rational conviction and strong command.
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Chang, Po-Wei, and 張柏偉. "Influence of External Wind and Sidewall on Upward Flame Spread." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/10198266247165755684.
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碩士國立高雄第一科技大學
環境與安全衛生工程研究所
99
Upward flame spread has been recognized to be the fastest flame spread mode due to larger flame height and heating intensity. This study discussed two aspects of upward flame spread. One is the width effect and the other is wind effect. In the first part, the width effect was investigated on PMMA slabs with width of 100, 30, 500 and 700 mm with and without sidewalls. Flame/pyrolysis height, heat flux, flame temperature, flame thickness and flame spread rate were measured. The experimental results show that the heat feedback was stronger when sidewalls were absent. The volatiles were enhanced toward the central line of samples when sidewalls were absent, increasing the combustion efficiency and flame spread rate. The presence of sidewalls increased the flame heights and reduced the heat loss to the sides. In the other part, the wide effect was investigated on PMMA slabs with wind speed of 0, 0.5 and 1 m/s and horizontal wind oriented 30, 60 and 90 degree from the sample surface. Flame height, flame horizontal length, pyrolysis height and heat flux were measured. The results show that the external wind extended the flame upwardly and horizontally, reducing the flame thickness and consequent flame feedback. When external wind was involved in the burning, the cooling effect was strong in the early stage of fires, reducing flame spread rate. However, the involvement of wind contributed to burning when the fires grew. Additionally, the volatiles were blown downstream to extend the flame size, increasing the flame spread rate with angles of 30°and 60°.
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Hung, Mei-Ying, and 洪美英. "A Study of Clinical Nurse''s Upward Influence Behaviors and Effectiveness." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/24205554568184629446.
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碩士台北醫學院
護理學研究所
88
The objective of this thesis was to explore the frequency and the effectiveness of the clinical nurses* upward influence behaviors .While trying to find out the frequency and the effectiveness of upward influence behaviors initiated by nurses of different attributes, comparisons and contrasts among different levels of medical institutions were included as well. Were posted out in mid-September 1999 to randomly selected clinical nurses and 346 were returned (response rate 96.11%) within two months, in which 332 of them were valid (valid rate 92.22%).All raw data were processed and analysed by using descriptive statistics, one way ANOVA ,and Pearson*s correlation. Several Phenomena were presented in the analysed data: 1. The mean of the nurses* upward influence behaviors frequency was 1.62(SD=0.33) and much below moderate. Among the six upward influence behaviors ,the logic persuade method had the highest score (mean=2.64,SD=0.65) and the non-reasonable pressure method had the lowest score (mean=1.21,SD=0.24). 2.The mean of the nurses* upward influence behaviors effectiveness was 1.77(SD=0.46) and much below moderate. Among the six upward influence behaviors ,the logic persuade method had the highest score (mean=2.80,SD=0.63) and the non-reasonable pressure method had the lowest score (mean=1.32,SD=0.42). 3.It suggested that the frequencies of upward influence behaviors were significantly different among nurses of various attributes with which their ages and their tenures were highly associated. The more nurses in the unit,the lower the frequency. 4. As to the effectiveness of the nurses* upward influence behaviors, the results also disclosed that there were significant differences among different unit. The more nurses in the unit , the lower the effectiveness. 5. The overall results showed in contrast that the effectiveness of the nurses* upward influence behaviors was positively relatived to the frequency. The more often nurses exercise upward influence, the higher effectiveness they can achieve. Therefore ,the results showed the most frequently used upward influence behaviors by nurses* were the positive behaviors and their effectiveness of the upward influence behaviors were high .The least frequently used upward influence behaviors were the negative behaviors and their effectiveness were low. The research had a tendency to suggest that clinical nurses enhance the effectiveness of upward influence behaviors and meanwhile increase their sense of fulfilment by better understanding how to exercise upward influence behaviors. This can furthermore help the head nurses to manage and supervise their follow nurses. In addition , medical institutions should provide correct knowledge about upward influence behaviors in their in-work training programs so as to attain more harmonious relationship between management staffs and their follows .In a nutshell, the results of this study offered possible directions for future researches, suggested course designing for hospital in-work training programs, and at the same time provided references to nursing management.
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Yang, Kai-Bin, and 楊鎧賓. "UPWARD INFLUENCE TACTICS OF CHINESE SUBORDINATES：ANALYSIS OF MULTIPLE ANTECEDENTS AND MODERATORS." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/es5pe5.
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碩士元智大學
管理碩士在職專班
105
The purpose of this research is to investigate the influences of Chinese cultural values and leadership styles on upward influence behaviors. We can in general separate the influence behaviors as culture-free and culture-specific after comparing research in the Chinese world with that of the Western world. Consequently, we assume that when the cultural values of subordinates or the leadership of supervisors have Chinese characteristics, the subordinates would take the culture-specific upward influence and when not of Chinese characteristics, they would, on the contrary, take the culture-free upward influence. The research data is collected by questionnaire survey and examined with exploratory factor analysis, Pearson’s correlation analysis, and hierarchical regression analysis. The result of the survey shows that Chinese culture may reinforce the ingratiate-oriented strategies of subordinates. Moreover, authoritative-orientation of subordinates and authoritarian-leadership of supervisors all have a positive impact on relationship-oriented strategies. After finding authoritative-orientation and authoritarian-leadership may have a positive impact on pressure-oriented strategies that are enhanced with the length of relationship, we can deduce that Chinese culture and culture-free strategies are not mutually exclusive.
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Huang, Shao-Cheng, and 黃紹宬. "The influence of joints with upward groundwater on dip slope stability." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/06104596187942335195.
Full textAbstract:
碩士國立臺灣大學
土木工程學研究所
103
The massive forward slope sliding happened at Taiwan''s National Highway No. 3 3.25k on February 25, 2010, which covers an area about more than 20,000 square meters. After investigating the cause of the disaster that the sliding surface on sandstone/shale interlayer and angle of 14° ,there are three reasons for the occurrence of an event of collapse, Geological disasters dip slope, engineering disturbance- excavation, the time factor- efficiency reduction of rock anchors. However, there is a problem to be resolved, the forward slope slided at National Highway No. 3 occurred in not a torrential rainy day. Based on historical data showing that the groundwater impacts on slope stability. If no heavy rain occured, it might be the groundwater impacts on slope unstable. There are vertical joints and the significant phenomenon of rust stained at partial siliding surface. According to the geophysical survey, the bottom of the sliding surface contains groundwater. Presume presumably the groundwater flow into rock layer by vertical joints ,cause upward water pressure effect slope stability. This study has two parts, physical test and numerical simulation. The physical tests design water flow inclinometer, the specimen material is manufactured of gypsum sand that place on the inclinometer sheets, and give upward water pressure from the specimen bottom. In this study, change inclinometer angle, joint position of specimen, position of seepage, to investigate the effect of upward water on slope stability. In accordance with the physical test, the specimen sliding when the fully open valve is critical state, using this critical state to figure out water pressure formula. And compared with the apply water pressure, the water pressure dissipate to the original 1/15. When the number of joints increase, the upward water pressure reduce. Therefore, compared with the upward water pressure and sample weight, finding out the water pressure required 3.8 times the weight of the block bringing about driving the block. For the numerical simulation, simulating National Highway No. 3 event by FLAC. Top of the model is sandstone, bottom of the model is confined aquifer. The groundwater flow the vertical joints into the sliding surface. In order to understand the impact of cleft water on slope stability, compared with the influence of the efficiency reduction of rock anchors, friction angle decreases, compare to plastic chart and maximum shear strain rate. According to the numerical analysis results, the National Highway No. 3 event has been influenced for a long time by water pressure causing weathered sandstone generate tension cracks on the top of the vertical joints. Due to anchor attenuation influence makes sandstone sliding down, resulted in increasing shear strain in backfill region. When water pressure increases to 114m, the backfilled region will produce large deformation. The friction angle decreases from 19° to 17°, the slope slides along the weak surface easily, and the sliding surface extends to the bottom of the backfill region.
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Kao, Li-Ting, and 高立婷. "THE UPWARD INFLUENCE STRATEGIES IN CHINESE ORGANIZATIONS: CONSTRUCT BUILDING AND MEASURMENT DEVELOPMENT." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/08670037470104760884.
Full textAbstract:
碩士元智大學
領導研究所
98
The purpose of this thesis is to investigate the behavioral strategies which Chinese subordinates would use to influence their supervisors. Two studies were conducted to fulfill our research purpose. In the first study, following the inductive approach, we analyzed 198 open questionnaires to clarify the behavioral dimensions and categories of Chinese subordinates’ upward influence strategies, and compared our results with Western previous representative research. In the second study, we developed a measurement based on the results from the first study, and conducted a questionnaire survey and collected 443 samples to investigate the validity of this measurement. The results from exploratory factor analysis showed that there are four dimensions regarding upward influence strategies, including rational-oriented, pressure-oriented, ingratiation-oriented, and relationship-oriented strategies. Among these strategies, ingratiation-oriented and relationship-oriented strategies are unique strategies for Chinese subordinates, i.e., the culture-specific strategies. In contrast, rational-oriented and pressure-oriented strategies are the common strategies for Chinese and Western subordinates, i. e., the culture-free strategies.
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Lee, Hana, and 李枝花. "The influence of upward political behaviors of civil servants to promotion rotation." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/53796015675819381039.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
90
Summary According to Ferris & Judge(1991), Ferris & Mitchell(1987), the policies of human resources such as promotion, selection, rotation and etc. are affected by political behaviors. As Gandz & Murray (1980) proved, political behaviors indeed exist in different kinds of organizations and groups, especially in public sectors. The study tested the formal employees in Kaoshiung County Government. Those employees are from passing the official examinations or other departments. The rank and classification of the jobs in the organization are complete; employees have many chances to get promotion and rotation. Therefore, it is a good case for examining how often political behaviors being used and how their effects are. The study distributed 410 questionnaires; there are 225 back, and 185 effective samples. Analyzing data and proving the hypotheses through SPSS, there are several findings as follows: 1.Civil servants think that to have the chance of promotion or rotation, to use “having good relationship with important persons” is necessary. 2.Civil servants think that to have the chance of promotion or rotation, to use “recommendation from the supervisor” is necessary. 3.The upward political behaviors that civil servants mostly used are:(1) Provide precedent or some ideas that other county governments do. (2) Ask instructions from supervisors, and discuss the solutions. (3) Provide some relevant references that support his viewpoints to the supervisor. 4.The upward political behaviors that civil servants think most effective are same as the behaviors mostly used. Through analysis, the relationship between the using frequency and the using effectiveness of the upward political behaviors are positively related. In other words, the higher the using frequency, the better the using effectiveness. 5.Male subordinates think that using “expert authority” and “reasonable defense” would increase not only the chance of promotion and rotation, but also increase the satisfaction of promotion and rotation system. 6.Male subordinates in higher level think that using ”social intercourse and social party” and “reasonable defense” can increase the speed of promotion and rotation. As to male subordinates in lower level, they think that using “expert authority” can increase the speed of having promotion and rotation. 7.The subordinates in higher level think that using “affective strategy” and “social intercourse and social party” would cause the unfairness of promotion and rotation and decease the satisfaction of promotion and rotation system. 8.Seniority, higher-educated subordinates think that using ”expert authority” and “reasonable defense” of the upward political behaviors would increase the speed of promotion and rotation and the satisfaction of promotion and rotation system. However, for those who have less years spent on the job think that using “social intercourse and social party” of the upward political behaviors would cause the unfairness of promotion and rotation and decease the satisfaction of promotion and rotation system. 9.The marriage of supervisors significantly moderates the relationship between the frequency of using upward political behaviors and the speed of promotion and rotation. When supervisors use “political strategy” of the upward political behavior, those who unmarried has more significant effect on increasing the speed of promotion and rotation than those who married. 10.The marriage of supervisors significantly moderates the relationship between the frequency of using upward political behaviors and the satisfaction of promotion and rotation system. When supervisors use “affective strategy” of the upward political behavior, those who unmarried has more significant effect on increasing the satisfaction of promotion and rotation system than those who married.
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Lee, Chun-ming, and 李俊銘. "The Reconstruction of Upward Influence Behavior Instrument – An Empirical Analysis in Taiwan." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/44224787909848320005.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
94
The study began with a review of the upward influence literature for the past twenty years, then integrated the several important instruments of upward influence behaviors, and developed a new questionnaire. A pretest was conducted to find out the improper items and the questionnaire was revised. The formal questionnaire was administered to a sample of 2536 full time employees in different organizations in Taiwan. Based on factor analysis and different concepts, this study developed two upward influence instruments.(1) The upward influence tactics instrument：There are five dimensions of upward influence tactics: rational, upward manipulation, image management, ingratiation, obstruct.(2) The upward influence strategies instrument：There are three dimensions of upward influence strategies: strong, soft, and rational.
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Ashlock, Reanne. "The influence of gender and ethnicity on achievement and engagement levels of Upward Bound students." 2006. http://digital.library.okstate.edu/etd/umi-okstate-1969.pdf.
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Chuang, Hui-Ting, and 莊惠婷. "The upward influence tactics in Chinese subordinate：The subordinate of attribute、authority values and relationship difference." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/70536600454900252859.
Full textAbstract:
碩士元智大學
企業管理學系
96
The interaction between superiors and subordinates is one of the most important research questions in organization behavior studies. Since lacking formal authority, subordinates often use influence tactics to change their superiors’ behaviors and reach their purposes, called “upward influence” Most previous studies usually use upward influence tactics found in western literature as their framework, and test in Chinese organizations, they do not consider of cultural difference. As compared with western culture, Chinese society appears to be conform to the authority、respect Guanxi. Therefore, this study tries to find out the unique upward influence tactics in Chinese organization and comparing to west, otherwise, discussing value difference to upward influence tactics influence and how the subordinate attribute to influence in the upward influence tactics. This study used two approach .First, following the inductive approach, the study used open questionnaire survey to collect the upward influence events in work organization, which is used by Kipnis (1980). Second, we used quantification survey to test how the culture value to influence upward influence tactics choose. These tactics can be integrated into three categories, and eleven influence tactic. The first category is rational-oriented tactics, including rational persuasion, presenting fact, assert oneself and upward appeal. The second category is ingratiation-oriented tactics, including, represent, acting according to timing, ostensible obedience, and adulation. The third category is relationship-oriented tactics, including, soft asking, and asking help through relationship, coalition. Comparing with western literature, rational-oriented tactics are common used in both Western and Chinese organization. Asking help through relationship reflects the relationship-oriented characteristic in Chinese society. Besides, due to conform to the authority and respect Guanxi influence culture, relationship-oriented tactics are the special phenomenon in Chinese organizations, which shows the complication of interpersonal interaction in Chinese society.
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Hsu, Jui-Yang, and 徐瑞陽. "The Influence of Negative Emotion on Upward Social Comparison The Moderated Effect of Spiritual Experience." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/ukt6rt.
Full textAbstract:
碩士國立東華大學
國際企業學系
103
Past research on spiritual experience can be found in religion and medical field. The spiritual experience, for example, can have an impact on the emotion and reduce the risk to get Depression. Also, past research indicated that people would have a better way to deal with pressure if they had spiritual experience before. However, it is rarely that the relative research of spiritual experience can be found in organization behavior field. The main purpose of this study is trying to figure out that if the negative affect which triggered by the upward social comparison can be moderated by the personal spiritual experience. The data is collected from different department of police office and hospital in Hualien. Through the paper questionnaire, the final sample of this study is 620. The results showed that 1) upward social comparison would trigger the negative affect for those who are low- performance in the group, 2) spiritual experience has no moderate effect on the relationship between upward social comparison and negative affect. The contribution of this article is to provide empire evidence for enterprise to know more about the effect of spiritual experience to the negative affect which were caused by upward social comparison.
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Chi-Jyun, Wang, and 王麒鈞. "The Influence of Upward Social Comparison on Academic Learning Motivation:The Moderating Effects of Self-Compassion." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/8tjky9.
Full textAbstract:
碩士中原大學
心理學研究所
103
Previous research has shown that upward comparisons are detrimental to one’s learning motivation. Nonetheless,several factors were shown to buffer the negative influence of upward comparisons on learning motivation.We considered that self-compassion could be one of the factors that could buffer the negative influence of upward comparisons. Therefore, the main purpose of the present study is to examine whether self-compassion could moderate the effects between upward comparisons and learning motivation. Participants were 70 college students. They were randomly assigned to one of the two groups and guided to make upward comparison (experimental group)or parallel comparison(control group).Then, they were asked to complete the learning motivation scale(self-efficacy)and the self-compassion scale. The results reveal that the interaction effect of self-compassion and upward comparison can significantly predict self-efficacy.People with higher self-compassion had better self-efficacy than people with low self-compassion after making upward comparisons. The importance of self-compassion improving academic learning motivation after upward comparisons was discussed.
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Chen, Mei-Yuan, and 陳美媛. "The Effect of Upward Influence on Job Performance and Job Satisfaction of Elementary School Teachers." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/6s79af.
Full textAbstract:
碩士國立臺東大學
教育學系(所)
99
The Effect of Upward Influence on Job Performance and Job Satisfaction of Elementary School Teachers Mei-Yuan Chen Abstract This study is to investigate the effect of upward influence on job performance and job satisfaction of elementary school teachers. The conclusions and suggestions are proposed according to this study results. The study is based mainly on documentary analysis and survey method. Through random sampling, 610 teachers were drawn out in Pingtung county to be the subjects of this research. The study results are analyzed by descriptive statistics, independent t-test, One-way ANOVA, and regression. The findings are concluded as follows: 1. The behaviors of being obstructing, giving praise and suggestions have predictive ability for task performance. 2. The behavior of giving praise and suggestions has predictive ability for contextual performance. 3. The behavior of being obstructing has predictive ability for job itself. 4. The behavior of euphemistic persuasion has predictive ability for job itself and welfare of salary. 5. The behavior of giving praise and suggestions has predictive ability for job itself, school administration, and welfare of salary. 6. The behavior of ingratiation has predictive ability for job itself, school administration, and welfare of salary. 7. The behavior of rational persuasion has predictive ability for welfare of salary. The study conclusions may be the references for school administrative authorities, elementary school teachers, and further study. Keywords：Upward Influence, Job Performance, Job Satisfaction
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Kao, Sheng-Yen, and 高聖彥. "Impact of Physical Place on the Effectiveness of Upward Influence: Self-monitoring as the Moderator." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/n967at.
Full textAbstract:
碩士元智大學
經營管理碩士班(領導學程)
107
Previous research in the area of upward influence mainly focused on the dispositional, situational and social factors as antecedents to determine the agent's choice of tactics, and perceptual effectiveness (Chaturvedi & Srivastava 2014; Terpstra-Tong & Ralston, 2002; Alshenaifi & Clarke, 2014). However, consider the physical place as a variable of capable impacting the consequence of influence given very little attention. Thus, this exploratory study is conducted to investigate the impact of differences in physical places on the effectiveness of upward influence given the rating by the target person. The purpose of this study is to find out: 1) whether the difference of physical place affects superior's rating on the acceptance of upward influence, 2) whether superior's self-monitoring as a moderator would affect the changes of attitudes in the difference between inside-office and outside-office place. The scenario-based experimental method was used to examine the effectiveness of upward influence occurred in the places at inside-office (consider as the formal place, e.g., meeting room) and outside-office (consider as the semi-formal or informal place, e.g., formal restaurant). Then, view self-monitoring as a moderator and predicted the attitudes or behaviors would change due to the role conflict within the difference between formal and informal places for communication. The sample consisted of 247 Taiwanese managers across 9 industrial sectors in Taiwan. The results indicate that superiors rated differently from subordinates' proposal on acceptance of influence among three physical places. Overall, the scores of approvals in the second-time proposing were lower than first place, and the informal place was rated the least effective compares to the semi-formal and formal place.
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Jian, Yu-Ling, and 簡郁凌. "An Examination on the Relationships between Politeness Strategies and Upward Influence in Taiwan’s Media Organizations." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/20366465772294090967.
Full textAbstract:
碩士國立交通大學
傳播研究所
99
This study adopted Brown & Levinson’s politeness theory, to examine the relationships between politeness strategies and upward influence in Taiwan’s media organizations. Thirty intensive interviews were conducted to collect data for this study. The data analysis shows that as expected by the politeness theory, subordinates tended to employ positive and negative politeness strategies to influence their superiors rather than other types of strategies. Furthermore, this study found that superior-subordinate relationship quality and power distance exerted a significant effect on the use of upward influence strategies. More findings were discussed in the thesis.
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Wu, Wan-Chi, and 吳婉祺. "The Influence of Employee Upward Striving on Training Intention－Degree of Internationalization as a Moderator." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/03308342256458880048.
Full textAbstract:
碩士大葉大學
國際企業管理學系碩士班
94
The purpose of this study was to investigate the influence of employee upward striving on training intention, and examine the moderating effect of burnout, leader-member exchange relationship, and the degree of internationalization. Data collected from 462 questionnaires were analyzed by hierarchical multiple regressions. The major findings indicated that (1) Upward striving was positively related to training intention. (2) The relationship between upward striving and training intention is stronger when burnout is higher. (3) The relationship between upward striving and training intention is weaker when leader-member exchange relationship quality is higher. (4) The relationship between upward striving and training intention is stronger when the degree of internationalization is higher. Finally, implications of these findings for management practice and future research are discussed.
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Peng, Chieh-Ting, and 彭婕婷. "The Influence of Harming Behavior on Upward Social Comparison: The Moderating Effects of Social Comparison Orientation." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/a758h9.
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Weng, Cheng-Hsueh, and 翁正學. "The Influence of Upward Cleft Groundwater on the Stability and the Behavior of Dip Slope Failures." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/z9d6k4.
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碩士國立臺灣大學
土木工程學研究所
105
Typhoon Soudelor caused regional landslides in northern Taiwan in 2015. Jhongjhih landslide in district contains a rock–soil interface mixed ground. Groundwater can flow into upper layer through high-angle joints, which would erode the slope and reduce the stability due to upward groundwater. Nevertheless, the effects of upward groundwater on slope stability and the kinematics of dip slope failure caused by groundwater are rarely discussed in the literature. In this research, physical model tests and numerical simulations are used to address these issues under diverse conditions. In the physical model tests use water flow inclinometer is used to observe the effect of upward water. There are three holes at the centerline of water flow inclinometer. The holes allow water to flow from the bottom of inclinometer which can lead to upward seepage. The blocky layer specimen is a board made from gypsum, or composed of artificial diamond shaped rock-like material. The granular layer consists of spherical shaped rock-like material, which is cemented by paste. The three-dimensional distinct element program PFC3D is used to simulate the physical tests. The simulations reduce the value of parameters include element’s friction and bond strength as time goes by. In the simulations, seepage force is applied on the particles under water and water pressure is applied on the block layer. Finally, considering the influences of upward groundwater, this research simulates Jhongjhih landslide to identify the process of this landslide.
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Lu, An, and 陸安. "The Influence of Upward Ground Water on Sliding Blocks Forming in Consequent Slope of Jointed Rock." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/fj29c4.
Full textAbstract:
碩士國立臺灣大學
土木工程學研究所
107
In this research, field work, physical model and UDEC numerical simulation would be applied to study the influence of groundwater on step-failure of dip slope. In the results of field work, the sliding surface in dip slope failure occurring on February 12, 2018 are decided by drill log data and elevation of ground surface. Furthermore, drill log data from different period are integrated and processed by GIS to find the distance between ground surface and sliding surface which caused dip slope failure this time. Physical model is built by simplifying the results of field work. In the physical model, double layers of gypsum blocks are put on water flow inclinometer to simulate the condition of flowing upward groundwater in the jointed rock slope. The results of physical model show that the location of opened valve would significantly affect the range of sliding blocks. Besides, the larger angle of tilt test and gap of different gypsum layer would cause lower range of sliding blocks. In the UDEC numerical simulation, numerical model is calibrated by physical model to make sure UDEC can be used on the issue of hydraulic coupling in slope stability. After the calibration is done, full-scale numerical model is built to discuss the influence of different hydraulic aperture of shale and sandstone and block size on slope stability. The results show that the hydraulic aperture of high dip angle joints plays an important role in range of sliding blocks and slope stability.
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Long, Bing-Feng, and 龍炳峰. "A study on the strategies on upward influence and its related factors in elementary school teachers." Thesis, 1999. http://ndltd.ncl.edu.tw/handle/96119686646078297579.
Full textAbstract:
碩士國立嘉義師範學院
國民教育研究所
87
The purposes of this study are as follows: 1. Understand and comprehend the current status and types of upward influence strategies in elementary school teachers. 2. Discuss the relationship between the frequency and effect of using upward influence strategies in elementary school teachers. 3. Discuss the effects of the variables, such as the background of teachers, the personal characteristic of teachers and the leadership of principals, on the differences of the relationship between the frequency and effects of using upward influence strategies in elementary school teachers. 4. Discuss the overall relationship between the frequency and effect of using upward influence strategies in elementary school teachers with regards to the variables such as the background of teachers, the personal characteristic of teachers and the leadership style of principal. 5. Suggest, in accordance to this study, the appropriate upward influence strategies as the reference for teachers and principles in elementary school teachers. The subject were 556 elementary school teachers stratified randomly selected from grade schools in Kaoshiung, in order to collect the data, a three-part survey questionnaire was complied: (1). influential strategies questionnaire of elementary school teachers; (2). personal characteristics questionnaire of elementary school teachers; (3). leadership styles questionnaire of elementary school principals. Statistical methods employed in this study were: mean, standard deviation, t-test, Oneway ANOVA, Oneway multivariate of variance, Pearson’s product-moment correlation, canonical correlation. The analysis of the data revealed the following main conclusions: 1. There are 7 types of reasons for using upward influence strategies in elementary school teachers, and they are rational persuasion, ingratiating, persuading gently, blocking, involving friendship, higher authority, and coalition. 2. The frequency of using upward influence strategies in elementary school teachers is a bit low; however, the awareness of the advantages of using upward influence strategies is average. 3. The overall frequency and effects of using upward influence strategies is directly related. 4. There is an obvious difference, with regards to gender, position in the school, highest education achieved, years of service and size of school, in the frequency and effects of using upward influence strategies. 5. If the personal characteristics of teachers are more of internal control, the frequency of using rational strategies is higher than those who are more of external control. The awareness and effect are better as well. However, if the personal characteristics of teachers are more of external control, the frequency of using irrational strategies is higher than those who are more of internal control. 6. The higher initiating structure and lower consideration status of leading types of principles are, the more frequency of irrationality and coalitions stratagem teachers use; the higher initiating structure and consideration status of leading types of principles are, the better result of sensorial ration and soft stratagem which teachers use are. 7. The background and personal characteristics of teachers and the leadership style of principals affect the frequency and effects of using upward influence strategies in elementary school teachers. Finally, this study will, according to the study conclusions, raise suggestions respectively for elementary school principles and teachers.
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王明輝. "A Study of Communication Mode, Upward Influence Behavior, Leadership Quanxi and Performanse in Small and Medium Enterprises." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/35490783492638012387.
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Tsai, Cheng-Chun, and 蔡政群. "The Influence of Negative Emotion on Upward Social Comparison - The Moderated Effect of Zhong Yong Belief-Value." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/v5yx9q.
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Li, Chia-Ju, and 李佳如. "An Examination on the Relationships among Leadership Style, Upward Influence Strategies, and Organizational Commitment in Taiwan’s Media Organizations." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/53459446245543207144.
Full textAbstract:
碩士國立交通大學
傳播研究所
95
This study examines the relationships among leadership style, upward communication strategies, and organizational commitment. The method of intensive interview was adopted to collect data for this study. This study used the snow balling method to search for qualified subjects and interviewed 30 organization members in Taiwan’s media organizations. The data analysis shows that the leadership styles of superiors affected the use of hard upward strategies of their subordinates. Furthermore, this study found that the frequent use of logic strategies increased the degree of organization commitment of organization members. More detailed findings were discussed in the thesis.
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Feng, William S., and 馮士彭. "Discussion on the association among leadership style, perceived organizational justice, employees’ personality trait and employees’ upward influence tactics." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/20222265418929895552.
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碩士國立臺灣海洋大學
航運管理學系
92
Abstract In today’s intensely competitive and rapidly evolving environment, an organization relies on good leadership and management to achieve optimum performance. More so, leaders of the organization should exert their influence to inspire other members to strive towards the established goals and for the sustained operation of the organization. In an organization, subordinates of different personality traits will respond differently behaviorally to the perceived organizational justice and their superior’s leadership. Thus aside from emphasizing fairness, the management of an organization should also be sensitive to the different temperament and background of subordinates and adjust the leadership style accordingly. Research shows that organizational justice and leadership style as well as worker’s personality traits and upward influence tactics have mutual effect on each other. This study purports to explore the correlation between organizational justice, leadership style, locus of control, and upward influence tactics from both theoretical and practical standpoints. This study used regression analysis for the verification of research hypotheses, in which the perceived organizational justice, leadership style, and locus of control were independent variables, and upward influence tactics was the dependent variable for building the regression equation. Further analysis was carried out to identify the correlation and influence of leadership style, perceived organizational justice and locus of control over upward influence tactics. This study was conducted by means of questionnaire survey. A total of 396 questionnaires were sent to 19 administrative organs, state-run enterprises and private enterprises, of which 360 were returned and 346 were usable; the effective response rate was 87.4%. Based on the findings, this study draws the following conclusions: 1. A subordinate’s perceived leadership style of his/her superior is significantly correlated with his/her upward influence tactics. 2. A subordinate’s perceived organizational justice is significantly correlated with his/her upward influence tactics. 3. A subordinate’s locus of control is significantly correlated with his/her upward influence tactics. Keywords: perceived organizational justice, leadership style, locus of control, upward influence tactics, regression analysis.
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Hatch, Graham. "The influence of a single bout of swimming training on scapular upward rotation and muscle strength in junior club swimmers." Thesis, 2015. http://hdl.handle.net/10539/18490.
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Swimming requires repetitive overhead movements that may lead to shoulder
injury. Dysfunctions in the movements of the scapula have been associated with injury to
overhead athletes in other sports. In addition, most of the current research describing scapular
dysfunction in swimmers has assessed adults, with few studies assessing adolescent
swimmers.
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Lin, Yueh, and 林岳. "A discussion on the upward influence behavior--the antecedent factors and the association among Chin-Shin relations and promotion potential." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/61633347422488291884.
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碩士國立臺灣海洋大學
航運管理學系
92
Abstract For years, Guanxi has been one of the most important elements in the mandarin society. In organizational context, leaders and their member tend to engage psychological contract to enhance social relationship and work performance. Under such circumstances, Chin-Shin relation (or in-group relations) has become more and more popular in the organizations. Traditional leadership theory suggested that leaders would equally treat their members without any personal preference, while more and more practical evidences show that not only the leaders would treat his members differently, but also the members would take actions to influence their bosses’ decision. Although members’upward influence issue has becoming more and more important, researches about this topic are still exiguous. So, the purpose of this research is trying to unfold and verify the associations among the antecedents and results of members’ upward influence behavior. This research had a state owned company as research population, the member’ personality (locus of control) and perceived job performance were identified as antecedent factors and Chin-Shin relation and leader’s evaluation of members’ promotion potential were chosen as result variables. Data were collected in a “pair-wise” way that is both the leaders and the members have to fill the questionnaire to form a complete data source. 312 copies of questionnaire were collected for further analysis. This research used the regression analysis to verify all hypothesis, most of the hypothesis were supported by statistical data. Besides verification of hypothesis, this research also conducted an in depth analysis on the associations among members’ demographic variables and their upward influence behavior.
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"An analysis of organizational communication of social welfare agencies: the influence of upward communication on job satisfaction in outreaching social work service." Chinese University of Hong Kong, 1994. http://library.cuhk.edu.hk/record=b5887214.
Full textAbstract:
by Fung Cheung Tim.Thesis (M.Phil.)--Chinese University of Hong Kong, 1994.
Includes bibliographical references (leaves 81-84).
Chapter Chapter I --- Introduction --- p.1-3
Chapter Chapter II --- Rationale for the Study --- p.4-8
Chapter Chapter III --- Literature Review
Communication and its Process in Organizations --- p.9-17
The Concept of Organizational Communication --- p.20-24
Upward Communication --- p.24-30
Timeliness of Information --- p.30-31
Organizational Communication Relationship --- p.31-34
Job Satisfaction --- p.34-37
The Relationship between Upward Communication and Job Satisfaction --- p.37-39
Chapter Chapter IV --- Conceptual Framework --- p.40-44
Chapter Chapter V --- Research Methodology
Sampling Design --- p.45-47
Measuring Instruments --- p.47-53
Method of Data Analysis --- p.53-55
Chapter Chapter VI --- Findings
Characteristics of the Respondents --- p.56-57
Job Satisfaction among Outreaching Social Workers in Hong Kong --- p.57-59
"Upward Communication, Organizational Communication and Timeliness of Information Perceived by Outreaching Social Workers" --- p.59-61
The Influence of Upward Communication on Job Satisfaction --- p.61-66
The Association between Organizational Communication and Job Satisfaction: A Multiple Regression Analysis --- p.65-73
Chapter Chapter VII --- Summary and Conclusion
Summary of Major Findings --- p.74-75
Conclusion --- p.76-79
Limitations of the Study --- p.80
Bibliography --- p.8184
Appendix A --- p.85
Appendix B --- p.86-93
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Chen, Yung-Lung, and 陳永龍. ""Organizational loyalty" and "pesonal loyalty to leaders" : two types of ethical requests. the way to excecising power and the tactics of upward influence." Thesis, 1999. http://ndltd.ncl.edu.tw/handle/46223762681253799638.
Full textAbstract:
碩士國立臺灣大學
心理學研究所
87
"Organizational loyalty" and "personal loyalty to leaders" are two types of political ethics in Chinese traditional culture. According to past qualitative research, these two types of loyalty are also found in modern Chinese organizations and has profound influence over their organizational behaviors. The purpose of this thesis was to investigate two questions: (1) how request of "organizational loyalty" and "personal loyalty to leaders" from supervisors may influence their way of exercing power and (2) how request of "organizational loyalty" and "personal loyalty to leaders" from supervisors may causes subordinates to utilize strategies. For the first question, request of this research indicated that partial correlation between request of "organizational loyalty" from supervisor and helping subordinates in doing their job was higher than its partial correlation with the utilization of coercion and reward of power. Though partial correlation between request of "personal loyalty to leaders" and the utilization of coercion and reward power from supervisors was not significant statistically, negative partial correlation between request of "personal loyalty to leaders" and helping subordinates in doing their job was significant statistically. For the second question, results of this research indicated that the more request of "organizational loyalty" from the supervisor was, the less "hard strategies" and the more "rational strategies" were used by the subordinate; the more request of "personal loyalty" from the supervisor was, the more "hard strategies" were used by the subordinate.
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HUANG, KUOMIN, and 黃國敏. "The study on the relation among perceptions of organizational politics, upward influence strategies and organizational citizenship behavior －take one of Public Department Construction Units for example." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/96509731536272895005.
Full textAbstract:
碩士國立中正大學
勞工研究所
93
In the process which organization creates value, because of blurred target, limited resources, environmental change, non-procedure decision making, members’ personality, values, difference of perception, and selfish nature of mankind, individuals hunt for benefits and then political behavior of organization was born. Thus, the political behavior is an inevitable part of organizational life. Because of lacking the empirical research between organizational politics, upward influence strategies and organizational citizenship behavior, it's hard to view the true situation of organizational context. So, there are still many arguments against this complex subject needed further research. This investigation uses Perceptions of Organizational Politics Model proposed by Ferris et al.（1989）as research frame to study the association between the employees’ perception of organizational politics, upward influence strategies and organizational citizenship behavior. This study will also look at the moderating effects of personality traits (utilitarian tendency, personal tendency) and leader-member exchange quality (work relationship, non-work relationship) on the relationship between the independent variable (perceptions of organizational politics) and the dependent variable (upward influence strategies). There are 243 validated questionnaires (validated return rate is 64.5%) of total 377 from one of Public Department Construction Units. By using SPSS as an analysis tool to exam samples, T-density curve analysis, Pearson correlation, hierarchical regression analysis, Path analysis proves relationships between different variables. The questionnaire we used has the similar main frame of current questionnaires and is designed with literature. The c results and conclusions of this study are as following： 1. The perceptions of organizational politics was significantly positive correlation with the frequency of upward influence strategies and organizational citizenship behaviors, was significantly negative correlation with the effectiveness of upward influence strategies. 2. The frequency and effectiveness of organizational politics and the organizational citizenship behaviors and merger reveal outstanding positive relation. 3. The personality traits and the frequency of upward influence strategies and merger reveal outstanding partly positive relation, and the effectiveness of upward influence strategies and merger reveal outstanding negative relation. 4. Leader-member exchange quality and the frequency and effectiveness of upward influence strategies and merger reveal outstanding positive relation. 5. The frequency of upward influence strategies and the effectiveness of upward influence strategies and merger reveal outstanding positive relation. 6. The perception of organizational politics has the significantly negative effect to the frequency of upward influence strategies and organizational citizenship behavior, the significantly positive effect to the effectiveness of upward influence strategies. 7. The frequency and effectiveness of upward influence strategies has the significantly positive effect to the organizational citizenship behavior. 8. The personality traits have the significantly negative effect to the frequency of upward influence strategies. Personality traits affect the effectiveness of upward influence strategies receives partial support. 9. Leader-member exchange quality affect the frequency and effectiveness of upward influence strategies receives partial support. 10. The employees with different perceptions of organizational politics have significant difference in the frequency and effectiveness of upward influence strategies, organizational citizenship behavior. 11. The perceptions of organizational politics and personality traits reveal interference effect to the frequency and effectiveness of upward influence strategies. 12. The perceptions of organizational politics and leader-member exchange quality reveal interference effect to the frequency and effectiveness of upward influence strategies. 13. The frequency and effectiveness of upward influence strategies have the significantly mediated effect to the relation between the perception of organizational politics and organizational citizenship behavior.
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Liu, Chih-Ming, and 劉治明. "A study on the Relationship among Teachers'' Perception of Principal''s Role, Upward Influence, and School Effectiveness of Elementary Schools in Kaohsiung County." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/43587858685077870606.
Full textAbstract:
碩士國立屏東教育大學
教育行政研究所
99
This study takes public elementary school teachers in Kaohsiung County as objective, aiming to explore the current situation of Kaohsiung County elementary school teachers’ perception of principal’s role, upward influence, and school effectiveness. In the next place, to discuss the discrepancy on teachers’ perception of principal’s role, upward influence, and school effectiveness of elementary school teachers with different background variables. And then subsequently discuss the interpretation power of all aspects of teachers’ perception of principal’s role and upward influence toward every aspect of school effectiveness. Finally bring forth practical and executable strategies based on the research findings and conclusions for the reference of school overall development. Questionnaire is adopted as the survey method in this study. 443 copies of questionnaire were distributed in total, 390 copies of them were recollected, at the rate of recollection of 88%. Among which, effective samples are 379 copies, ant the recollection rate of effective questionnaire is 85.5%. All data is analyzed by statistical methods such as Descriptive Statistics, T-Test, One-Way Analysis of Variance, and Stepwise Multiple Regression. The findings are concluded as follows: 1. elementary school teachers in Kaohsiung County have good perception of the current situation of teachers’ perception of principal’ s role. Among which, “the role of education model” was the best awareness. Among the different background variables for teachers, “Sex” achieved prominent discrepancy in the aspects of teachers’ perception of principal’ s role. 2. The use of upward influence of elementary school teachers in Kaohsiung County was in lower-intermediate level . Among which, “rational persuasion” was ranked the highest. Among the different background variables for teachers, “Sex” achieved prominent discrepancy in the aspects of upward influence. 3. The current situation of school effectiveness of elementary schools in Kaohsiung County is good. Among which, “ professional teaching” efficiency was ranked the highest. Among the different background variables for teachers, “Sex” and “Age” achieved prominent discrepancy in the aspects of school effectiveness. 4. For the promotion of school effectiveness, the priority shall be given to the principal to play “the role of culture promotion ”, “the role of public relation marketing”, and “the role of education model”. 5. For the promotion of school effectiveness, the priority shall be given to the teachers to use “rational persuasion” of upward influence. 6. It helps to promote school administration management and leadership efficiency if the principal can play “the role of culture promotion”, “the role of education model”, “the role of executive leader”, “the role of public relation marketing”, and the teachers can make good use of “rational persuasion”. 7. It helps to promote professional teaching efficiency if the principal can play “the role of public relation marketing”, “the role of education model”, “the role of curriculum leader”, and the teachers can make good use of “rational persuasion”. 8. It helps to promote students learning and performance efficiency if the principal can play “the role of culture promotion”, “the role of education model”, “the role of executive leader”, and the teachers can make good use of “ingratiation”. 9. It helps to promote school culture and atmosphere efficiency if the principal can play “the role of education model”, “the role of curriculum leader”, “the role of executive leader”, and the teachers can make good use of “upward appeals“,“ingratiation”, “rational persuasion”, and use less ” blocking” and “coalition”. 10. It helps to promote parents and community support efficiency if the principal can play “the role of public relation marketing”, “the role of executive leader”, “the role of education model”, and the teachers can make good use of “ingratiation” and “rational persuasion”. In accordance with the above conclusion, relative suggestions are brought forth in study for the reference of school implementation and follow-up associated research.
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Li, Pei-Xin, and 李沛欣. "Relationships among Upward Influence Behavior, Leader-Member Exchange and Mentoring Relationship: With Study in the Moderating Effect of Educational Level －A Case of International Tourist Hotels’ Employees." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/02569379315289173530.
Full textAbstract:
碩士國立嘉義大學
觀光休閒管理研究所
99
An successful organization is based on the good interaction between the supervisor and subordinate. However, the supervisor will develop different quality of relationship with different subordinates for limited resources or personal reasons. The subordinate can also take upward influence behavior in order to get along well with his/her supervisor to obtain personal benefit or to reach the goal of organization. Moreover, in the topic of organizational behavior in the tourism industry for discussion, the mentoring relationship plays a very important role, too. Therefore, The study attempts to apply the Leader-Member Exchange (LMX) theory to verify the relationships among upward influence behavior, leader-member exchange and mentoring relationship. This research subjects were selected from employees of International Tourist Hotels in Taiwan,460 valid questionnaires were collected. The purpose of this study is following: 1. To explore if the upward influence behavior would affect the quality of LMX in the International Tourist Hotels.. 2. To explore if the quality of LMX would affect the mentoring relationship in the International Tourist Hotels. 3. To explore if the upward influence behavior would affect the mentoring relationship in the International Tourist Hotels.