Applying Based on Grounded Theory, the author interviewed eight targeted corporate working people via methods of Qualitative Research and Semi-structured Interview and completed the dissertation, which demonstrates and explores how and if two independent dimensions, loyalty and disloyalty, can be tangibly differentiated through organization behavior.
Especially in Chinese working organization, loyalty has been a key indicator for supervisors to categorize their subordinates. Furthermore, this research finds it interesting to discover questions such as ¡§how do supervisors define subordinates¡¦ behavior is categorized as loyal or disloyal?¡¨, ¡§Is it reasonable that a supervisor considers a subordinate as disloyal when he or she does not behave positively related to loyalty? ¡§, and ¡§Is there any difference when a supervisor considers a supervisor¡¦s behavior as loyalty or disloyalty?¡¨.
The findings of the research present as follows.
Firstly, the behavior descriptions of 92 sampling are linked to three categories, ¡§subordinate¡¦s integrity¡¨, ¡§subordinate¡¦s capability¡¨ and ¡§interaction with supervisor¡¨. They explain the factors of loyalty in literature review and reflect a phenomenon that loyalty embraces more positive behavior than negative behavior.
This dissertation presents two important findings. One finding is that loyalty and disloyalty are two independent dimensions in Chinese working organization. By means of eight interviews, ninety-two sampling descriptions were brought out. They are summarized into three categories of how a supervisor considers a subordinate¡¦s behavior as loyal or disloyal: the subordinate¡¦s character, the subordinate¡¦s capability and relationship with the subordinate.
The other finding presents the importance of a supervisor¡¦s view and speculation. Overwhelmingly, a supervisor considers a subordinate¡¦s behavior as loyal or disloyal through three criteria. Firstly, the maximum interest to be acquired by a supervisor is the most important. Secondly, a supervisor prefers a subordinate better when he or she presents more Supervisory Loyalty than Organizational Loyalty. The third, a supervisor regards that Positive Behavior and Negative Behavior independently exist. So do loyalty and disloyalty.
Based on previous academic research and studies, both findings successfully carry out disloyalty as an independent dimension as this research¡¦s achievement.
At last, research limitations are further illustrated. Directions for further studies, implications for theory and practice are offered in this dissertation.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0814107-121357 |
| Date | 14 August 2007 |
| Creators | Sun, Chia-ling |
| Contributors | Huang,Jen-Jsung, Chin-Kang Jen, I-Heng Chen |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0814107-121357 |
| Rights | unrestricted, Copyright information available at source archive |
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