臺灣博碩士論文加值系統

鑑於過去對於關係的相關研究中，傾向於將「關係」視作一具有質性穩定特徵的結構體。本研究在回顧關係在社會互動、社會認知、與華人觀點的相關過去研究後，主張採取「質性動態性」的切入點，探討當工作中的同事雙方，由於其中某方接受了組織的內部拔擢，陞遷成為另一方的直屬主管時，關係中的雙方該如何因應此狀況，重新適應彼此之間新的上下關係。本研究以質性化的紮根理論研究法探討「上下屬舊有同事關係與關係重建歷程」，針對7組配對共14位受訪者進行半結構式深度訪談。資料分析結果顯示，當關係中的兩方在相同工作情境中、與相同的關係對象間，經歷了關係在質性結構上的轉變後，會在轉變初期產生兩種分離的自我角色初步定位，分別為因應組織要求而產生的「正式角色初步定位」，以及在考慮彼此間特殊互動經驗的狀況下所產生的「相對角色初步定位」。此兩種偏向互相獨立態勢的角色雙重定位，會在關係雙方的持續互動過程中逐漸融合，形成較為精確的最終角色定位。在形成角色的最終定位之後，關係中的雙方會藉由「對對方的責任認定」，形成「對新關係的認定」，其中不論是陞遷為主管者或是未陞遷的下屬，皆可能對對方產生「工作角色責任」與「相互角色責任」的知覺。當彼此間能在對對方的責任知覺互相適配時，雙方的新關係便趨於穩定，對於後續的互動模式與對方的行為方式能有較準確的掌握與預測 ; 而若是彼此間對於對方的責任知覺無法適配時，雙方的新關係便顯得較不穩定，對後續的互動模式與行為方式則較無法準確的掌握，必須再藉由行為互動中的彼此調適，重新使雙方的行為與認知步調趨於一致。

Past researches tend to see “relation” as a stable structure. After retrospection of relevant researches about relationship in social interaction, social cognition, and the Chinese point of view, this study took “dynamic perspective” to probe into the relational changes between two collaborators that one is later promoted and become supervisor of the other and how they respond and adapt to the situation. This research discussed “former colleague relationship and the rebuilding process of new relationship between superior and subordinate” by grounded theory, interviewing 7 pairs, 14 survey candidates in all, with semi-structure interview method. Data analysis shows that when the dyad sample in the same working situation underwent a relational transformation in qualitative structure, they tend to generate two separate initial role definition which are “formal role definition” that responds to the organizational demand and “mutual role definition” that comes from specific interaction experiences of each other. The two independent role definition will merge gradually in the later interact process and become a more precise final role definition. After the formation of final role definition, both sides develop “acknowledgement of the new relationship” through “acknowledgement of the responsibility toward the other”, either the promoted one or the subordinate is likely to arise the sense of 「working role responsibility」and「mutual role responsibility」. If the cognition of responsibility from both sides could match with each other, the new relationship become stabilized, the subsequent interaction pattern and behavior of the other can be more precisely predicted and gripped. Otherwise, the new relationship reveals unsteadiness, the subsequent interaction pattern and behavior of the other is hard to predict, mutual accommodation of interaction is imperative to reconcile bilateral behavior and recognition.

第一章 緒論…………………………………………………………………… 1
第一節 前言……………………………………………………………… 1
第二節 關係在社會互動觀點之文獻探討……………………………… 4
第三節 關係在社會認知觀點之文獻探討……………………………… 11
第四節 華人關係研究之文獻探討 …………………………………….. 20
第五節 過去文獻之研究缺口…………………………………………… 27
第六節 研究問題與架構………………………………………………… 28
第二章 研究方法……………………………………………………………… 31
第一節 研究方法論……………………………………………………… 31
第二節 研究對象與研究程序…………………………………………… 34
第三章 研究結果……………………………………………………………… 43
第一節 相對角色的重新定位過程……………………………………… 43
第二節 角色定位到初步行為的過程…………………………………… 70
第三節 雙方的行為互動循環歷程……………………………………… 106
第四節 上、下關係重新建立…………………………………………… 140
第四章 結果與討論…………………………………………………………… 179
第一節 關係重建的階段模式…………………………………………… 179
第二節 與過去研究之對話……………………………………………… 182
第三節 研究限制、應用、與未來研究方向…………………………… 200
參考文獻……………………………………………………………………….. 209
附錄…………………………………………………………………………….. 221
附錄一 A方寬容對待方式（詳細行為面向）…………………………. 221
附錄二 訪談大綱………………………………………………………… 236
附錄三 受訪同意書……………………………………………………… 238
附錄四 訪談稿摘錄（範例）…………………………………………… 239
附錄五 訪談登錄表……………………………………………………… 241

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