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研究生:張新如
研究生(外文):Hsin-Ru Chang
論文名稱:知覺主管職場無禮、歸因風格、負向互損、組織自尊與抑止努力關係之研究
論文名稱(外文):The Relationship Between Perceptions of Supervisors' Workplace Incivility, Attributional Style, Negative Reciprocity, Organization-based Self-esteem, and Withholding Effort
指導教授:洪贊凱洪贊凱引用關係
指導教授(外文):Tsang-Kai Huang
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
論文種類:學術論文
論文出版年:2011
畢業學年度:99
語文別:中文
論文頁數:114
中文關鍵詞:職場無禮敵意歸因風格悲觀歸因風格負向互損組織自尊抑止努力
外文關鍵詞:workplace incivilityhostile attributional stylepessimistic attributional stylenegative reciprocityorganization-based self-esteemwithholding effort
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過去關於職場無禮與抑止努力的研究,已證實職場無禮會對組織與個人造成傷害。但少有學者探究職場無禮受害者的心理感受,因此本研究加入負向互損與組織自尊作為中介變項。此外,不同人格特質的人們,縱使位於同樣環境,也可能出現不同的反應與行為,因此本研究納入歸因風格為干擾變項,以瞭解知覺主管職場無禮對負向互損、組織自尊和抑止努力之關係。
本研究以立意抽樣蒐集資料,受測對象為一般企業主管及員工,總計發放480套問卷,實際有效回收281套問卷,並以驗證性因素分析、相關分析、迴歸分析來驗證本研究之假設。
研究結果顯示:1.敵意歸因風格愈強,知覺主管職場無禮愈高,負向互損會愈高,抑止努力的程度也會愈高。2.悲觀歸因風格愈強,知覺主管職場無禮愈高,組織自尊會愈低,抑止努力的程度則會愈高。
本研究提出下列管理意涵:1.組織不應該忽視主管的無禮對生產面帶來的影響。2.針對不同歸因風格的員工採取不同的傷害彌補措施。3.處罰並非解決員工不努力的唯一辦法。

Abstract
Workplace incivility has been found to be harmful to organizations and individuals. However, researchers know little about the mental processes of incivility victims. Thus, present study tested negative reciprocity and organization-based self-esteem (OBSE) as mediators. Further, even within the same uncivil situation, workers with different attributional style may lead to different responses and behaviors. Therefore, present study examined attributional style as a moderator of the relationships between perceptions of supervisors' workplace incivility and negative reciprocity, organization-based self-esteem, ultimately, withholding effort.
The subjects of the study are common enterprise supervisors and subordinates who are selected by purposive sampling method. We collected 480 pair questionnaires and there are 218 valid samples in the end. We used confirmation factor analysis, correlation analysis and regression analysis to test our hypotheses.
After hypotheses testing, we figured out: (1) Negative reciprocity mediated a moderating effect of hostile attributional style on the relationship between perceptions of supervisors' workplace incivility and withholding effort. (2) Organization-based self-esteem mediated a moderating effect of pessimistic attributional style on the relationship between perceptions of supervisors' workplace incivility and withholding effort.
The implications of this study were: (1) Do not neglect the impact from supervisors’ incivility behavior. (2) According to victims' attributional style, give them different kinds of help. (3) Punishment is not the only way to solve the problem about withholding effort.
目 錄
中文摘要 I
Abstract II
目錄 III
表目次 V
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 8
第二章 文獻探討 10
第一節 抑止努力 10
第二節 職場無禮 13
第三節 歸因風格 17
第四節 負向互損 22
第五節 組織自尊 24
第六節 職場無禮、歸因風格、負向互損與抑止努力之關係 26
第七節 職場無禮、歸因風格、組織自尊與抑止努力之關係 28
第三章 研究方法 32
第一節 研究架構與假設 32
第二節 研究對象 33
第三節 研究工具 34
第四節 調查實施 43
第五節 資料分析 44
第四章 研究結果與討論 46
第一節 樣本描述 46
第二節 負向互損對職場無禮與抑止努力之中介效果 49
第三節 組織自尊對職場無禮與抑止努力之中介效果 53
第四節 敵意歸因、職場無禮、負向互損與抑止努力之中介型干擾 57
第五節 悲觀歸因、職場無禮、組織自尊與抑止努力之中介型干擾 61
第五章 結論與建議 65
第一節 研究主要發現 65
第二節 研究結論 68
第三節 研究建議 71
第四節 研究限制 74
參考文獻 76
附錄
附錄一 91
附錄二 94
附錄三 99

表目次
表 3-1 整體驗證性因素分析結果 40
表 4-1 樣本特性描述統計 47
表 4-2 本研究各變項平均數、標準差及相關矩陣 49
表 4-3 職場無禮與抑止努力之主要效果 50
表 4-4 職場無禮與負向互損之主要效果 51
表 4-5 負向互損與抑止努力之主要效果 52
表 4-6 負向互損中介效果之區段迴歸(他評) 53
表 4-7 負向互損中介效果之區段迴歸(自評) 53
表 4-8 職場無禮與組織自尊之主要效果 54
表 4-9 組織自尊與抑止努力之主要效果 55
表4-10 組織自尊中介效果之區段迴歸(他評) 56
表4-11 組織自尊中介效果之區段迴歸(自評) 56
表4-12 敵意歸因、職場無禮、負向互損與抑止努力之中介型干擾 59
表4-13 悲觀歸因、職場無禮、組織自尊與抑止努力之中介型干擾 63
表5-1 研究假設與結果彙整 65

圖目次
圖3-1 研究架構 32
圖4-1 敵意歸因對職場無禮與負向互損之干擾作用 60
圖4-2 敵意歸因對職場無禮與他評抑止努力之干擾作用 60
圖4-3 悲觀歸因對職場無禮與組織自尊之干擾作用 64
圖4-4 悲觀歸因對職場無禮與他評抑止努力之干擾作用 64


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