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.

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.

¡@¡@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¡GThere are five dimensions of upward influence tactics: rational, upward manipulation, image management, ingratiation, obstruct.(2) The upward influence strategies instrument¡GThere are three dimensions of upward influence strategies: strong, soft, and rational.

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.

This search was conducted to focus on the effect of upward influence behavior on manager¡¦s leadership , and find out if Employee¡¦s personality traits affect the relationship. Based on the result of statistical analysis on 575 questionnaires from the employees in the technology industry, the following findings were obtained: 1.By using the factor analysis, there are four different types of upward influence behavior ¡GRational Persuasion, Tricking and Impeding , Image Management, Ingratiating . 2. a. The upward influence behavior of rational persuasion with gender, marital status, job level, age and educational background has significantly effect. b. The upward influence behavior of ingratiating with marital status, job level, age and educational background has significantly effect. 3. a. Manager¡¦s transformational leadership affects the usage of employee¡¦s the upward influence behavior of rational persuasion and ingratiating. b. Manager¡¦s transactional leadership affects the usage of employee¡¦s the upward influence behavior of rational persuasion and ingratiating. 4. a. Employee¡¦s personal traits change the effect of upward influence behavior of tricking and impeding on manager¡¦s transformational leadership. b. Employee¡¦s personal traits change the effect of upward influence behavior of tricking and impeding on manager¡¦s transactional leadership.

This study investigates the relationship between upward influence tactics and job satisfaction from the Kaoshong city bus, According to the results of analyses conducted on data collected from 282 employees. The six individual difference variables examined were gender, age, marriage, tenure, position, and education. Results indicated the importance of upward influence tactics and individual differences on assessments of job satisfaction as follows: Dimensionality of Organizational Politics Behaviors The responses to the upward influence of organizational politics behaviors were subjected to principal components analysis with Varimax rotation. A three-factor solution was found to be most interpretable, with loadings of .50 and above used as an item retention criterion, resulting in a total of 21items being retained across the three tactical importances. It is comprised three subscales: (1)Rational Persuasion,(2)association,(3)Political tactics. Relationship between individual difference and Upward Influence of Organizational Politics Behaviors 1.Male¡¦s ¡§Association¡¨ behavior is stronger than female. 2.Clerk¡¦s ¡§Rational persuasion¡¨ behavior is stronger than driver and employee, and employee¡¦s ¡§rational persuasion¡¨ behavior is greater than driver. 3.Clerk¡¦s ¡§Political tactics¡¨ behavior is stringent than driver and employee. 4.Bachelor¡¦s level of education¡¦s ¡§Rational persuasion¡¨ behavior is stronger than the other¡¦s level of education. Relationship between Upward Influence Behavior and Job Satisfaction Except the association political behavior of upward influence There is no any relation to the job satisfaction. Control some personal characteristics variable, reported special relationships 1.Reported positively correlations between ¡§Political tactics¡¨ and ¡§Special job satisfy¡¨ with male. 2.Reported positively correlations between ¡§Association¡¨ and ¡§Internal job motive¡¨ with junior. 3.Reported positively correlations between ¡§Political tactics¡¨ and ¡§Special job satisfy¡¨ with junior.

No description available.

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.

在如今高度競爭且變化快速的職場中，僅僅被動接受、完成主管工作指令的部屬，已不足以幫助自己在職涯中取得成功，如何有效的向上影響主管，建立良好的上下互惠關係，已成為所有員工的首要課題，也是支持組織永續發展的關鍵。 有別於傳統以領導者為主軸的管理研究，向上影響研究強調部屬可能反過來管理主管，透過特定手段與策略來改變主管的態度與行為。過去研究已對於向上影響策略的定義與分類建立了初步的共識，與策略效能有關的研究，則大多關注於對部屬所帶來的好處，鮮少從主管的角度探討其被影響的歷程，因此本研究將主管的角色納入考量，以訊息處理理論為基礎，探討部屬向上影響策略對於主管授權的影響效果，並試圖瞭解人際信任在其中的中介作用，以及主管權力距離傾向可能扮演的調節角色。 本研究採問卷調查法施測，共蒐集291對主管-部屬對偶樣本，研究結果顯示：部屬的向上影響策略對主管授權具有顯著的影響效果，且主管對部屬的人際信任會中介向上影響策略與主管授權之間的關係，此外，本研究亦發現主管的權力距離傾向會調節部屬向上影響策略（軟性策略、硬性策略）以及人際信任之間的關係。最後，本研究針對研究結果進行討論，並對理論貢獻、實務意涵、研究限制，及未來研究方向加以闡述。 / Upward influence strategy is a gradually concerned research topic, which is considered to be highly related to organization effectiveness and numerous job outcomes. However, most of studies explored this issue from subordinates’ perspective and focused on subordinates’ outcomes, such as job satisfaction, promotion and salary progression. The present study aims at investigating the dynamic process of upward influence strategy from the perspectives of the supervisor, examining the relationship among upward influence strategies, interpersonal trust, delegation and power-distance orientation. Results from over 200 supervisor-subordinate dyads in Taiwan generally supported the hypothesis. Supervisor-perceived subordinate’ s upward influence strategies, i.e. soft, hard, rational, had a significant impact on delegation through the mediating effect of interpersonal trust. In addition, supervisor’s power-distance orientation moderated the relationships between upward influence strategies (soft strategy, hard strategy) and interpersonal trust. Managerial implications and suggestions for future research are discussed.

本研究旨在探討我國中學生建立對教師關係時，所使用的人際策略，包括 三種情境; 向教師提出要求時、希望與教師建立良好關係或好印象時，所 使用的向上影響策略，與教師發生不滿或衝突時，所使用的衝突處理策略 ；並探討性別、國高中別、學業成績與中學生對教師所使用的人際策略的 關係。本研究以臺灣地區國中、高中、高職學生為取樣對象，有效樣 本952人（男410人， 女542人）。研究工具包括「提出要求與使用方法」 、「建立良好關係與使用方法」、不滿、衝突與衝突處理方法」與「個人 基本資料」等四部分；統計方法，包括皮爾森積差相關、點二系列相關、 ｔ考驗、單因子與二因子多變項變異數分析、典型相關分析。結果如下： （一）提出要求與使用策略中學生向教師提出的要求，分析後共得八類， 其中最常提出「球類野炊活動」與「減少考試作業」的要求。所使用的策 略共有六種，最常用的是「迂迴訴求」最有效果是「條件交換」，最少用 且認為是最沒效果的是「以退為進」。性別與國高中別在向教師提出要求 時所使用策略上有交互影響。高中女生比國中女生與高中男生常使用影響 策略，且效果更好。學業成綪與使用策略之頻率有顯著差異，但在使用策 略的效果上則無顯著差異。（二）建立良好關係或好印象與使用策略中學 生希望與教師建立良好關係或好印象的類別，共有六類，最希望教師覺得 他是「循規蹈矩」的。所使用的策略共有五種，最常使用「乖巧盡責」， 且效果最佳。最少用且認為效果最差的是「撒嬌討好」。性別與國高中別 在親近關心與認真向上此二種策略之使用頻率上皆有交互影響，且在認真 向上、撒嬌討好與自我表白此三種策略之使用效果上有交互影響。學業成 績不同在乖巧盡責與認真向上策略的使用上有顯著差異。（三）與教師發 生的不滿或衝突與處理策略中學生自我知覺到與教師發生的不滿或衝突類 別，分別有七類，以「不滿教師的教學與處罰」為最多。衝突處理策略共 有五種，最常用的是「忍氣吞聲」，使用效果最佳的是「改過遷善」，最 少用且效果最差的是「委屈無辜」。性別與國高中別在賭氣冷戰、改過遷 善與委屈無辜三種策略之使用頻率上有交互影響，但在策略使用效果上無 顯著差異。學業成績在改過遷善與訴苦力爭策略使用頻率上有顯著差異， 而在改過遷善策略使用效果有顯著差異。