人際關係在組織成員間的人際互動研究中具有其重要性，尤其在華人文化中，對關係的重視程度遠較其他西方文化來得高，因此組織成員間如何認定彼此的關係便顯得重要許多。關係認定指的是個人會採用對偶角色關係的本質與狀態來定義自我，而自我構念中與他人互動關聯的部分會影響人際交換形式的偏好。過去在探討主管與部屬間關係的相關研究，常以單方面之認定作為主軸，較少討論到主管與部屬之間雙向的關係認定，亦缺乏主管與部屬間關係認定一致或不一致時之影響，忽略了關係本身的對偶性。因此，本研究將分別從情感共享、工作利益、照顧回報、服從權威四個關係認定之角度，探討主管與部屬間關係認定一致或不一致時，對關係品質之影響。

本研究針對台灣企業之主管與部屬對偶，採問卷法施策，並以多項式迴歸進行分析。結果發現：(1)情感共享認定與關係品質具正向線性關係，且認定一致時較不一致時，關係品質較高 ; (2)照顧回報認定與關係品質具正向線性關係，認定不一致時，當主管認定低於部屬認定，關係品質較高 ; (3)服從權威認定不一致時，當主管認定低於部屬認定，關係品質較高。

最後，本研究根據此次研究結果進行討論，並闡述研究限制、貢獻、以及未來研究方向。

SUMMARY

Using work group of Taiwan industry, the result of polynomial regression analysis showed: (1) communal affection has significantly positive relationship with relationship quality, and relationship quality is higher when consistence is high. (2) care-repay has significantly positive relationship with relationship quality, and relationship quality is higher when leader’s identity is lower than subordinate’s identity. (3) Relationship quality is higher when leader’s authority-obedience identity is lower than subordinate’s authority-obedience identity.

Keywords: relationship identity, fitness, relationship quality, consistence

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