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研究生:王智詠
研究生(外文):Jr-Yang Wang
論文名稱:職場霸凌行為前因之探究:跨層次模式分析
論文名稱(外文):The Cross-level Empirical Study of Antecedents of Workplace Bullying
指導教授:洪贊凱洪贊凱引用關係
指導教授(外文):Tsang-Kai Hung
學位類別:碩士
校院名稱:國立彰化師範大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2008
畢業學年度:96
語文別:中文
論文頁數:109
中文關鍵詞:職場霸凌行為人際衝突認知扭曲權力失衡負向工作環境氛圍
外文關鍵詞:workplace bullyinginterpersonal conflictcognitive distortionpower imbalancenegative work environment
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本研究欲探討職場霸凌行為出現的前因為何,分為個人層次與組織層次來探究,個人層面為當人際衝突過後,是否因為造成認知扭曲,進而導致職場霸凌行為的衍生;組織層面則是組織權力失衡的情況,是否會使身處同一工作場合的員工感受到負向工作環境氛圍,造成職場霸凌行為的發生。
本研究以便利性抽樣方式選取施測對象,受測對象為一般企業員工,最後共回收222份有效問卷;並以此進行描述性統計分析、驗證性因素分析,採階層回歸以及階層線性模式(HLM)來驗證假設。
研究結果發現1.人際衝突能有效預測認知扭曲與職場霸凌行為,且認知扭曲對職場霸凌行為亦有正向影響;2.認知扭曲對人際衝突與職場霸凌行為具有部分中介之效果;3.權力失衡會對負向工作環境氛圍造成正向影響;4.負向工作環境氛圍則是會正向影響職場霸凌行為。
最後,根據本研究結果,提出之管理意涵如下:1. 企業應正視員工人際衝突及職場霸凌行為所帶來之負面影響;2. 企業應致力於創造具有良好的工作環境。
The study aims to figure out what factors cause workplace bullying behavior that can be analyzed by individual level and organizational level. After interpersonal conflict, whether or not cause cognitive distortion then lead to workplace bullying in the individual level. In the organizational level, power imbalance that makes the employees perceive the negative work environment then to have the workplace bullying.
The subjects of the study are common enterprise employees who are selected by convenience sampling, and the data is collected using dyad-approach. Two hundred and twenty-two effective questionnaires of the survey are retrieved. Moreover, the analytic tools such as descriptive analysis, confirmatory factor analysis, hierarchical regression analysis and hierarchical linear modeling are utilized to analyze the survey and to verify the assumption of the study.
The conclusions of the study are as follows. First, interpersonal conflict can effectively explain the cognitive distortion and the workplace bullying; In addition, cognitive distortion has a positive effect on the workplace bullying. Second, cognitive distortion has a partial mediating effect on the interpersonal conflict and workplace bullying. Third, power imbalance has a positive effect on the negative work environment. Finally, negative work environment has a positive effect on the workplace bullying.
In sum, the implication of the study states two things. First, enterprises should actively face the negative effects caused by interpersonal conflict and workplace bullying. Second, the result shows that enterprises should actively establish a positive work environment.
目 錄
摘 要 I
Abstract II
目 錄 III
表目次 VI
圖目次 VI
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究流程 6
第四節 名詞釋義 7
第二章 文獻探討 11
第一節 職場霸凌行為 11
第二節 人際衝突 15
第三節 認知扭曲 20
第四節 權力失衡 24
第五節 工作環境氛圍 27
第三章 研究方法 33
第一節 研究架構與假設 33
第二節 研究對象 34
第三節 研究工具 35
第四節 調查實施 45
第五節 資料分析 46
第四章 結果與討論 48
第一節 樣本描述 48
第二節 資料加總成組成模型之證據 52
第三節 隨機效果的選定 54
第四節 模式與假設驗證 55
第五章 結論與建議 63
第一節 研究主要發現 63
第二節 研究結論 66
第三節 研究建議 70
第四節 研究限制 73
參考文獻 75

附錄
附錄一問卷 96


表目次
表3-1 負向情感之驗證性因素分析結果摘要 37
表3-2 職場霸凌行為之驗證性因素分析結果摘要 39
表3-3 人際衝突之驗證性因素分析結果摘要 41
表3-4 認知扭曲之驗證性因素分析結果摘要 42
表3-5 負向工作環境氛圍之驗證性因素分析結果摘要 43
表3-6 權力失衡之驗證性因素分析結果摘要 45
表4-1 樣本特性統計 49
表4-2 本研究各變項之平均數、標準差與相關係數 51
表4-3 三個指標的計算方法 53
表4-4 變異成份分析及rwg指標分析 54
表4-5 本研究之假設型式與驗證條件 57
表4-6 虛無模式 57
表4-7 隨機參數迴歸模式之結果摘要 60
表4-8 截距預測模式之結果摘要 61
表4-9 權力失衡與負向工作環境氛圍之階層迴歸分析 61
表4- 10各變項影響之摘要 62
表5-1 研究假設與結果彙整 64
表5-2 共同方法變異之分析結果 74


圖目次
圖2-1攻擊、暴力與霸凌概念關係 12
圖3-1研究架構 33
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