臺灣博碩士論文加值系統

在企業全球化的趨勢之下，企業本身需要的不再只是彼此之間的合作關係，更需要員工之間的團結一致，因為人是企業組成的最基本元素，當員工之間關係越良好時，越能形成凝聚力，就能更加與彼此合作來為組織增加效益，而職場霸凌是造成上述效益的阻礙，造成許多社會成本的增加以及企業利益的損失，歐、美、日各國的研究指出職場霸凌造成員工流失率、缺勤率增加，效率、工作品質下降。 而台灣目前還缺乏這方面相關的研究及探討。
本研究試圖以個體從過往所發展出的依附風格角度了解，從小與照顧者之互動方式是否會影響個體成長階段中的人際關係，以及造成在職場上與他人合作執行任務的難易，而這樣的所學習到的互動關係是否會造成個體自尊的程度提高或降低，進而探討依附風格和自尊對於造成企業中員工成為職場霸凌下的受害者是否有所影響，藉由文獻整理、了解職場霸凌與依附風格中的安全依附、沉溺依附、恐懼依附、排除依附以及自尊的內在元素一致之處和相關性，並且以人際依附關係、自尊、負向行為量表編製成問卷；本研究以252位企業員工做為樣本，作出相關以及迴歸分析，而其研究結果顯示依附風格的不同，會影響職場霸凌的產生，沉溺依附類型與排除依附類型比安全依附類型更容易成為職場霸凌下的受害者，自尊的高低程度與職場霸凌存在著一定程度的相關性。
對於企業而言，如何察覺員工之間有否霸凌行為，以及造成組織向心力、工作滿意度、組織承諾的降低，以及對於團隊合作完成任務的影響，變為一件需要關注的事情，而本研究將對於研究結果，更進一步說明未來研究方向及管理實務上的意涵。

Under the trend of globalization, not only the cooperation between companies but also the unity of employees are essential for the enterprise value. People are the basic compositing element for an enterprise. By improving the relationship between employees, the cohesion of each others will be strengthen. A highly organized cooperation between the employees will make higher profit for an enterprise. However, the workplace bully could impede the development of the cooperation relationship, which caused huge amount of social costs and enterprise income lost. In Europe, American and Japan, the researches had indicated that the workplace bully caused the increasing turnover rate of employee, absenteeism, and reducing efficiency and working quality. Yet, in Taiwan, the studies in this field were still rare.
This research is forced on the relationship between employee’s personality and workplace bully. First of all, by the literature review, to understand the correlations of workplace bully, attachment style and self esteem. Subsequently, this study used surveys designed by Self-esteem Scale, Negative Acts Scale and Attachment style Scale. 252 employees in public and private enterprises were tested, and the statistical data were processed by correlation and multiple regression analysis. In this study, the result showed the influence of different attachment style on the formation of workplace bully. The employee with preoccupied attachment style and dismissing attachment style has much high chance to become the victims of bully than secure attachment one. Furthermore, Self-esteem is also showed the correlation with workplace bully.
For the enterprises, the detection of workplace bully among employees, which reduces employee’s loyalty for the organization and job satisfaction, become a great matter of concern. Finally, this study could improve some information for further studies and the management decisions.

目錄
摘要 i
Abstract ii
致謝詞 iv
目錄 v
圖次 vi
表次 vii
第壹章 緒論 1
第一節 研究背景及動機 1
第二節 研究目的 2
第三節 研究流程 3
第四節 名詞解釋 4
第貳章 文獻探討 6
第一節 成人依附關係之內涵及理論基礎 6
第二節 職場霸凌內涵及理論基礎 14
第三節 自尊之內涵及理論基礎 23
第参章 研究方法 25
第一節 研究架構 25
第二節 研究假說 26
第三節 研究變項操作性定義與衡量工具 34
第四節 研究對象與資料蒐集方法 37
第五節 資料分析與統計方法 37
第肆章 研究結果與分析 39
第一節 樣本基本資料分析 39
第二節 信度分析 41
第三節 不同背景變項和研究變項之差異分析 41
第四節 職場霸凌、自尊和依附風格之相關分析 55
第五節 職場霸凌、自尊和依附風格之迴歸分析 58
第六節 因素分析 64
第七節 依附風格與非肢體、肢體霸凌之迴歸分析 69
第伍章 結論與建議 75
第一節 研究結果 75
第二節 管理意涵 78
第三節 研究限制 80
第四節 未來研究方向 80
參考文獻 82
附錄 95

圖次
圖1-1 研究流程圖 3
圖2-1 依附內在運作圖 9
圖2-2 依附行為模式系統 10
圖2-3 人際依附分類 12
圖3-1 研究架構圖 25

表次

表2-1 國外各學者依附分類 13
表2-2 霸凌的詞語及定義 20
表2-3 霸凌種類及後果 22
表3-1 研究假說 34
表4-1 樣本組成 39
表4-2 本研究信度分析彙整表 41
表4-3 性別與依附風格之檢定分析摘要表 42
表4-4 婚姻狀況與依附風格之檢定分析摘要表 44
表4-5 教育程度與安全依附之單因子變異數分析摘要表 45
表4-6 教育程度與沉溺依附之單因子變異數分析摘要表 45
表4-7 教育程度與恐懼依附之單因子變異數分析摘要表 46
表4-8 教育程度與恐懼依附之Turkey事後比較摘要表 46
表4-9 教育程度與排除依附之單因子變異數分析摘要表 47
表4-10年齡與安全依附之單因子變異數分析摘要表 47
表4-11年齡與沉溺依附之單因子變異數分析摘要表 48
表4-12年齡與恐懼依附之單因子變異數分析摘要表 49
表4-13年齡與恐懼依附之Turkey事後比較摘要表 49
表4-14年齡與排除依附之單因子變異數分析摘要表 49
表4-15性別與自尊之t檢定分析摘要表 50
表4-16婚姻狀況與自尊之t檢定分析摘要表 50
表4-17教育程度與自尊之單因子變異數分析摘要表 51
表4-18年齡與自尊之單因子變異數分析摘要表 52
表4-19年齡與自尊之Turkey事後比較摘要表 52
表4-20性別與職場霸凌之t檢定分析摘要表 52
表4-21婚姻狀況與職場霸凌之t檢定分析摘要表 53
表4-22教育程度與職場霸凌之單因子變異數分析摘要表 54
表4-23教育程度與職場霸凌之Turkey事後比較摘要表 54
表4-24年齡與職場霸凌之單因子變異數分析摘要表 55
表4-25年齡與職場霸凌之Turkey事後比較摘要表 55
表4-26職場霸凌與依附風格相關分析摘要表 57
表4-27自尊與依附風格相關分析摘要表 58
表4-28職場霸凌與自尊相關分析摘要表 58
表4-29安全依附風格與職場霸凌之迴歸分析結果 59
表4-30沉溺依附風格與職場霸凌之迴歸分析結果 60
表4-31恐懼依附風格與職場霸凌之迴歸分析結果 60
表4-32排除依附風格與職場霸凌之迴歸分析結果 61
表4-33安全依附風格與自尊之迴歸分析結果 62
表4-34沉溺依附風格與自尊之迴歸分析結果 62
表4-35恐懼依附風格與自尊之迴歸分析結果 63
表4-36排除依附風格與自尊之迴歸分析結果 64
表4-37自尊與職場霸凌之迴歸分析結果 64
表4-38職場霸凌量表因素分析 65
表4-39人際依附風格量表因素分析 67
表4-40安全依附風格與非肢體霸凌之迴歸分析結果 70
表4-41安全依附風格與肢體霸凌之迴歸分析結果 70
表4-42沉溺依附風格與非肢體職場霸凌之迴歸分析結果 71
表4-43沉溺依附風格與肢體職場霸凌之迴歸分析結果 71
表4-44恐懼依附風格與非肢體職場霸凌之迴歸分析結果 72
表4-45恐懼依附風格與肢體職場霸凌之迴歸分析結果 73
表4-46排除依附風格與非肢體職場霸凌之迴歸分析結果 73
表4-47排除依附風格與肢體職場霸凌之迴歸分析結果 74
表5-1 研究假說之驗證結果彙整表 75

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