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研究生:陳怡均
研究生(外文):Chen,Ichung
論文名稱:國小教師上司、下屬及同儕關係品質與職場霸凌對憂鬱指數影響之研究
論文名稱(外文):A Study On The Influence Of Elementary Teachers LMX, TMX And Workplace Bullying On Depression
指導教授:傅思華傅思華引用關係
指導教授(外文):Fu,Szuhua
口試委員:葉上葆余霆
口試委員(外文):Yeh,ShangpaoYu,Tim
口試日期:2012-07-28
學位類別:碩士
校院名稱:嶺東科技大學
系所名稱:經營管理研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2012
畢業學年度:100
語文別:中文
論文頁數:71
中文關鍵詞:職場霸凌LMX理論TMX理論憂鬱指數
外文關鍵詞:workplace bullyingLMXTMXdepression
相關次數:
  • 被引用被引用:7
  • 點閱點閱:354
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:4
摘要
本研究探討LMX、TMX與教師憂鬱指數間的關係。本研究中的LMX、TMX乃是在描述領導者與部屬間及同事之間的互動關係品質。當組織成員間發展出較佳的關係品質時,可降低工作場所中職場霸凌的情形,進而降低教師的憂鬱指數。在資料分析方面先經相關分析再輔以歸分析得知其變項間的關係。本研究的研究對象為台中地區國小教師。研究者共發出382份問卷,回收327份有效問卷,有效問卷回收率為85.86%。經實證分析後發現
1. LMX、職場霸凌對教師憂鬱指數有顯著的影響。
2. TMX、職場霸凌對教師憂鬱指數有顯著的影響。
3. 職場霸凌在LMX與教師憂鬱指數兼具有中介效果。
4. 職場霸凌在TMX與教師憂鬱指數兼具有中介效果。

ABSTRACT
In this study, the relationship between depression of LMX, TMX and teachers is discussed. LMX refers to Leader-member Exchange, whereas TMX refers to Team-Member Exchange. When team members develop a better relationship, it may reduce the case of workplace bullying, and furthermore it may reduce depression scale of the teachers. Correlation analysis is supplemented by regression analysis, and the relationship between the variables is shown. This study aims at elementary school teachers in Taichung. A total of 382 questionnaires were distributed and 327 questionnaires were valid. That represented a return rate of 85.86%. After empirical analysis, we found:
1.LMX, workplace bullying, and teachers' depression scale is significantly correlated.
2.TMX, workplace bullying and teachers depression scale is significantly correlated.
3.Workplace bullying has mediating effect on LMX and teacher depression scale.
4.Workplace bullying has mediating effect on TMX and teacher depression scale.

目 錄
中文摘要 i
Abstract iv
誌謝 iii
目錄 iv
表目錄 vi
圖目錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 名詞解釋 5
第二章 文獻探討 9
第一節 職場覇凌與其相關研究 9
第二節 上司下屬關係品質理論(Leader-Member Exchange,LMX)與其相關研究 14
第三節 同儕關係品質理論(team- member exchange)與其相關研究 19
第四節 憂鬱指數相關之研究 20
第五節 假設與推導 23
第三章 研究方法 27
第一節 研究架構 27
第二節 研究假設 28
第三節 研究樣本 29
第四節 研究工具 30
第五節 資料分析方法 33
第六節 研究方法與限制 35
第四章 資料分析與結果 36
第一節 研究樣本之結構分析 36
第二節 內部一致性分析 38
第三節 研究樣本職場霸凌、上司下屬關係品質、同儕關係品質及憂鬱指數現況
分析 40
第四節 相關分析 45
第五節 逐步多元迴歸分析 48
第六節 階層迴歸分析 53
第七節 研究發現 56
第五章 結論與建議 57
第一節 研究結論 57
第二節 研究建議 60
參考文獻 62


表 目 錄
表4-1-1 研究樣本背景資料分析 38
表4-2-1 各研究變數構面之Cronbach's α信度 39
表4-3-1 職場霸凌問卷結果統計 41
表4-4-1 上司、部屬關係、同儕關係、職場霸凌及憂鬱指數相關表 47
表4-5-1 自變數共線性檢驗 49
表4-5-2 上司下屬關係品質對職場霸凌的逐步多元迴歸分析 49
表4-5-3 同儕關係品質對職場霸凌的逐步多元迴歸分析 50
表4-5-4 上司下屬關係品質對教師憂鬱指數的逐步多元迴歸分析 51
表4-5-5 同儕關係品質對教師憂鬱指數的逐步多元迴歸分析 51
表4-5-6 職場霸凌對教師憂鬱指數的逐步多元迴歸分析 52
表4-6-1 迴歸總表 53
表4-6-2 職場霸凌與上司下屬關係品質之階層迴歸分析表 54
表4-6-3 職場霸凌與同儕關係品質之階層迴歸分析表 55

圖 目 錄
圖2-1 LMX發展程序的模型 18
圖3-1 研究架構圖 27



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