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研究生:王惠群
研究生(外文):Hui-Chun Wang
論文名稱:同事霸凌與偏差行為關聯性研究:以職內工作嵌入為中介效果
論文名稱(外文):Colleague Bullying and Workplace Deviance Behavior:The Mediating effect of On-the-Job Embeddedness
指導教授:許金田許金田引用關係洪國禎洪國禎引用關係
指導教授(外文):Chin-Tien HsuKuo-Chen Huog
學位類別:碩士
校院名稱:國防大學管理學院
系所名稱:資源管理及決策研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2010
畢業學年度:98
語文別:中文
論文頁數:76
中文關鍵詞:職場霸凌職內工作嵌入職場偏差行為
外文關鍵詞:Workpalce BullyingOn-the-Job EmbeddednessWorkplace Deviance
相關次數:
  • 被引用被引用:14
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職場霸凌在今天的組織是一個日益嚴重的問題。這種負向行為嚴重影響了霸凌受害者的福祉及工作效率。當員工知覺遭受到同事霸凌時,會以反抗的行為來維護個人的尊嚴。本研究探討是否職內工作嵌入會中介知覺職場霸凌及受害者的職場偏差行為。我們隨機抽取國軍611員為觀察樣本.資料分析以階層迴歸分析來測試我們的假設。研究結果顯示:1)知覺職場霸凌與偏差行為具有正相關,也就是說,當員工遭受職場霸凌程度愈高時,其產生偏差行為的機率也相對增高。2)職內工作嵌入會中介知覺職場霸凌與組織偏差行為,意即當員工遭受職場霸凌程度愈高時,會導致工作嵌入的程度降低,進而提升職場偏差行為。
Workplace bullying has been increasingly recognized as a major problem in the working place. The negative behavior has a serious effect on the victims’ well-being and effectiveness. Employees, when they perceived a bullying, are more likely to fight back (directly or indirectly) to maintain their dignity. This study examined whether on-the-job embeddedness mediate the relationship between perceived workplace bullying and victims’ workplace deviance behavior. We randomly choose 611 Chinese Armed Forces personal as our observation sample. Date analysis was executed by hierarchical regressions for testing the hypotheses. The result of this research suggested (1) perceived workplace bullying and workplace deviance behavior have a positive correlation , and (2) the relationship between perceived workplace bullying and workplace deviance behavior is mediated by on the job embeddedneess.
Table of Contents
ABSTRACT I
中文摘要 II
CHAPTER 1 INTRODUCTION 1
1.1 RESEARCH BACKGROUND AND MOTIVATION 1
1.2 RESEARCH QUESTION AND OBJECTIVE 3
1.3 RESEARCH PROCEDURE 3
1.4 OVERVIEW 5
CHAPTER 2 THEORIES AND HYPOTHESES 6
2.1 PERCEIVED WORKPLACE BULLYING 6
2.2 DEVIANT BEHAVIOR 9
2.3 PERCEIVED WORKPLACE BULLYING AND DEVIANCE BEHAVIOR 12
2.4 JOB EMBEDDEDNESS 15
2.5 PERCEIVED WORKPLACE BULLYING AND ON THE JOB EMBEDDEDNESS 19
2.6 ON THE JOB EMBEDDEDNESS AS A MEDIATOR 21
CHAPTER 3 METHODOLOGY 23
3.1 CONCEPTUAL FRAMEWORK 23
3.2 HYPOTHESES 24
3.3 MEASUREMENT AND OPERATIONAL DEFINITIONS 24
3.3.1 The operational definitions and measurement of the workplace bullying 24
3.3.2 The operational definitions and measurement of the job embeddedness 25
3.3.3 The operational definitions and measurement of the workplace deviance behavior 26
3.4 SAMPLE AND PROCEDURE 27
3.5 ANALYZING METHOD 29
CHAPTER 4 DATA ANALYSIS AND RESULT 31
4.1CHARACTERISTICS OF SAMPLES AND RESPONDENTS 31
4.2 RELIABILITY AND VALIDITY 35
4.2.1 Reliability analysis 35
4.2.2 Validity analysis 36
4.3 CONTROL VARIABLES 38
4.4 COMMON METHOD VARIANCE 39
4.6 HIERARCHICAL REGRESSION ANALYSES 41
CHAPTER 5: DISCUSSION 44
5.1CONCLUSIONS 44
5.2DISCUSSION 45
5.3MANAGERIAL IMPLICATIONS 46
5.4 LIMITATIONS AND FUTURE RESEARCH DIRECTION 47
APPENDIX 1 67
APPENDIX 2 71

LIST OF TABLE
TABLE 4.1. SAMPLING DESIGN 33
TABLE 4.2. SAMPLE’S BACKGROUND (N=611) 34
TABLE 4.3. RELIABILITY ANALYSIS IN FORMAL TASTED (N=611) 35
TABLE 4.4. THE CONVERGENT VALIDITY OF CFA FOR EVERY CONSTRUCT AND THE FIT 37
TABLE 4.5 EACH CONSTRUCT OF DISCRIMINATE VALIDITY 38
TABLE 4.6. DESCRIPTIVE STATISTICS AND CORRELATIONS AMONG STUDY VARIABLES 40
TABLE 4.7 HIERARCHICAL REGRESSION RESULTS FOR PREDICTION OF PERCEIVED WORKPLACE BULLYING AND ODB AND IDB 42
TABLE 5.1 SUMMARY OF HYPOTHESES TESTING 44

LIST OF FIGURE
FIGURE 1.1 RESEARCH PROCEDURE 4
FIGURE 2.1 TYPOLOGY OF DEVIANCE WORKPLACE BEHAVIORS 12
FIGURE 3.1CONCEPTUAL FRAMEWORK 23
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