This dissertation consists of two largely stand-alone chapters. The first chapter presents a goal-activation theory of the antecedents of advice taking. I propose that three separate categories of goals - decision quality, social standing, and emotional well-being - influence receptivity to advice. Decision quality goals increase striving toward a good outcome in the decision for which the advice was given. Social standing goals focus attention on the social effects of the act of taking or rejecting the advice. Emotional well-being goals are related to establishing or maintaining a desired affective state. Each of these goals can be activated by attributes of the situation, advice, advisee, and advisor. Because they increase striving toward different ends, the goals direct attention to disparate advice-related cues and affect the evaluation of those cues. This results in different responses to advice. At the current time, nearly all research on advice taking has addressed decision quality goals and related cues. By presenting this theory, I hope to increase interest in a wider set of antecedents of advice taking. The second chapter reports a series of studies testing hypotheses derived from the theory presented in the first chapter. Specifically, I contrast the effects of an advisor's relative expertise to effects of the advisor's relative hierarchical position on advice taking. I hypothesize that the effects of expertise are driven by decision quality goals, while the effects of relative hierarchical position relate to social standing goals. I further hypothesize that advisees' conceptions of appropriate leader-follower relations (specifically, follower co-production role orientation; Carsten & Uhl-Bien, 2012) activate social standing goals, but not decision quality goals. Lastly, I propose that outcome accountability increases attention to decision quality goals and reduces attention to social standing goals.

Emotional expression has played an important role in our social life. This is especially true for leaders who have unequal power during the interaction with followers. According to the EASI model, we explored whether supervisor¡¦s negative emotional expression influenced follower¡¦s task performance by examining the moderating effects of follower's conscientiousness, agreeableness, power distance orientation, and perceived supervisor power on such relationship. In present study, we collected data from 34 companies of different kinds of industries, including 191 leader-follower dyads from 86 supervisors and 191 followers. The results of the hierarchical regression analysis showed that followers¡¦ conscientiousness and agreeableness positively moderated the relationship between supervisor¡¦s negative emotion expression and follower¡¦s task performance. Furthermore, under the condition of follower¡¦s low power distance orientation and low perceived supervisor power, the relationship between supervisor¡¦s negative emotion expression and follower¡¦s task performance became negative. Finally, theoretical and practical implications of our findings are also discussed.

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.

在現今多工、多角色而多刺激的工作環境中，人與人因為頻繁的接觸，使得部屬的情緒問題及其影響愈來愈受到組織所重視，其中，主管情緒協助扮演的角色舉足輕重，如何透過主管的行為影響部屬，進而影響整個組織，對管理意涵而言尤其重要。立基於過去情緒協助研究的認知概念，並以資源保存理論的觀點為基礎，本研究探討主管情緒協助的行為層面的內涵與分類，是如何保存與增加部屬的個人資源，而透過資源的變動，對部屬的主觀幸福感與工作疲勞狀況所產生的影響，另外，根據廣義的社會衝擊理論，試圖理解部屬權力距離傾向可能扮演的調節角色。本研究將採問卷調查法施測，第一階段共回收226份問卷，第二階段發放給226位第一階段的填答者，共回收線上問卷152份，因此，共回收有效線上問卷152份，有效回收率約為67%，研究結果顯示，在高部屬權力距離傾向調節的情況下，主管情緒協助會降低個人資源，使其主觀幸福感降低、工作疲勞上升，而在低部屬權力距離傾向調節的情況下，主管情緒協助會提升個人資源，使其主觀幸福感上升、工作疲勞降低。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，以及未來研究方向加以闡述。 / The working environments nowadays are multi-work, multi-role and multi-stimulation. The emotion issue of employees is held in high regard today for organizations since people get in touch with each other more frequently. Among them, supervisors’ emotion helping plays an important role in this situation. Moreover, how supervisors’ behaviors affect subordinates, followed by the impact on organization is crucial when it comes to leadership. Based on pervious cognitive knowledge of emotion helping related studies and conservation of resources theory, the main focus of this research is to examine whether supervisors’ emotion helping behaviors are associated with personal resources and the distinctive mediating mechanisms that may explain subordinates’ subjective well being and work fatigue, as well as the classification of emotion helping behaviors. Furthermore, understanding the moderating role of power distance orientation according to broad social impact theory. This study is conducted by questionnaire survey and received 152 replies from subordinates. The results indicated that personal resources mediated the relationship between emotion helping – subjective well-being and emotion helping – work fatigue while subordinate power distance orientation play a moderated role between emotion helping and personal resources. This study contributing to the implications for organizational researches and managerial practices. Furthermore, limitation and future direction were being discussed at the end of this paper.