臺灣博碩士論文加值系統

幽默風格是指個體在社會環境中，個體的意念以詼諧、自我解嘲等輕鬆的方式來表達的一種方式，因此幽默風格的類型可以緩和工作緊張氣氛，減緩工作壓力，但也可能適得其反，造成他人不悅而引發爭執。而在工作職場處理工作事務時，溝通滿足的程度，將決定工作團隊對於工作目標與執行方式是否存在認知的差異。而職場霸凌在國外已有許多相關研究，但是在國內甚少被探討，而國外的研究結果是否適用於國內環境，目前相關研究也欠缺，因此本研究將探討不同幽默風格與溝通滿足對職場霸凌行為的影響。
本研究將探討各種幽默風格類型與溝通滿足對職場霸凌行為之影響。以LISREL結構方程式進行分析，並且以北部全職工作者為研究對象，有效樣本共411份。研究結果發現，四種幽默風格對溝通滿足與職場霸凌行為之影響的研究結果如下所示： (1) 親和型幽默風格與遭受職場霸凌的程度呈負向關係、與溝通滿足的程度無顯著相關性；(2) 自我提升型幽默風格與遭受職場霸凌的程度呈正向相關、與溝通滿足的程度也呈正向相關；(3) 自我貶抑型幽默風格與遭受職場霸凌的程度無顯著相關性、與溝通滿足的程度也呈負向相關；(4) 攻擊他人型幽默風格與遭受職場霸凌的程度呈正向關係、與溝通滿足的程度也呈負向相關；(5) 溝通滿足的程度與遭受職場霸凌的程度負向關係。
綜合而言，本研究結果發現，不同幽默風格與溝通滿足的程度表現，確實對於引發職場霸凌行為，會造成不同程度的影響。

Humor styles means an individual expresses himself in a relaxing way of humor in the society. Therefore, humor styles assuage the tension in the working places and reduce pressure resulting from work. However, humor styles also cause some arguments and irritate others. Besides, a higher level of communicative satisfaction will shorten the gap between the goal of the communication and personal cognition. There are many studies about workplace bullying in foreign countries, but they are seldom discussed in Taiwan. It is still a problem that the foreign study is hardly applied to the workplace in Taiwan. Therefore, my study is trying to discuss about the impact of humor styles on communication satisfaction and workplace bullying from different angles.
This study focuses on the impact of humor styles on communication satisfaction and workplace bullying. With LISREL computer program, the valid sample is 411 people working full time in Taipei in my study. My study explicates the impact of humor styles on communication satisfaction and workplace bullying as follows: (1) Affiliative humor styles influence workplace bullying negatively, and there is no obvious connection between humor styles
and communication satisfaction. (2) Self-enhancing humor styles influence workplace bullying positively, and influence communication satisfaction positively. (3) Self-defeating humor styles have no significantly influences on workplace bullying, and humor styles influence communication satisfaction negatively. (4) Aggressive humor styles influence workplace bullying positively but influence communication satisfaction negatively. (5) Communication satisfaction influence workplace bullying negatively.
In conclusion, the research found that different humor styles and communication satisfaction actually have significantly influences on workplace bullying.

第壹章 緒論 1
第一節 研究動機與目的 1
第二節 研究目的 4
第三節 名詞解釋 4
第貳章 文獻探討 7
第一節 幽默風格 7
第二節 溝通滿足 15
第三節 職場霸凌 21
第四節 幽默風格、溝通滿足與職場霸凌之關聯性假設 28
第參章 研究方法 32
第一節 研究架構 32
第二節 研究假設 33
第三節 研究對象 34
第四節 研究變項之操作型定義 35
第五節 研究工具 37
第六節 資料分析 42
第肆章 研究結果與分析 43
第一節 樣本人口特性分析 43
第二節 信度與效度分析 47
第三節 結構關係模式之結果 50
第四節 幽默風格類型對於溝通滿足與職場霸凌之影響 52
第五節 結構方程式估計結果 56
第伍章 研究結論 59
第一節 討論與結論 59
第二節 實務建議 63
第三節 研究限制 65
第四節 未來研究建議 67
參考文獻 69
附錄一 問卷 77

表2-1-1 幽默之多元向度概念 9
表2-2-1 溝通滿足的定義 16
表2-2-2 溝通滿足的衡量構面 19
表2-3-1 霸凌行為定義 22
表2-3-2 職場霸凌定義 24
表3-4-1 本研究假設之變數構面與操作性定義 35
表3-5-1 幽默風格各分量表之題數分配 37
表3-5-2 幽默風格之題項 38
表3-5-3 溝通滿足各分量表之題數分配 39
表3-5-4 溝通滿足之題項 40
表3-5-5 職場霸凌行為之題項 41
表4-2-1 CRONBACHΑ信度係數的評鑑標準 47
表4-2-2 幽默風格、溝通滿足與職場霸凌之信度檢定 49
表4-3-1 本研究各項觀察指標相關係數矩陣 (N=411) 51
表4-4-1 本研究整體模型的適配度檢定 52
表4-5-1 四種幽默風格、溝通滿足與職場霸凌結構模型實證分析結果 56
表4-5-2 理論模式之潛在變項影響效果路徑係數整理表 58

圖3-1-1 幽默風格對溝通滿足與職場霸凌之路徑假設 32
圖4-5-1 四種幽默風格、溝通滿足與職場霸凌之結構係數圖 57

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