臺灣博碩士論文加值系統

「犬儒主義」之負面效應造成現在企業組織受到嚴重傷害。犬儒主義者相信組織內問題無法解決是因為組織缺乏公平正義且存在著自私自利，他們憤世嫉俗的負面態度，確實會造成人際關係之惡化及嚴重破壞組織和諧。而組織犬儒主義者之幽默風格，包含了正向及負向之幽默風格，共四種類型，正向幽默風格包含：親和型幽默 (Affiliative humor)；自我提升型幽默 (Self-enhancing humor)；負向幽默風格包含：自我貶抑型幽默(Self-defeating humor)；攻擊他人型幽默(Aggressive humor)，其往往也影響組織內不同程度之人際關係及和諧，進一步可能導致個人遭受職場霸凌行為。本研究將探討組織犬儒主義者之正向、負向之幽默風格對於職場霸凌行為之影響。以LISREL結構方程式進行分析，並且以全職工作者為研究對象，有效樣本共428份。研究結果發現，犬儒主義之正負向幽默風格對於職場霸凌行為之影響的研究結果如下所示：(1) 組織犬儒主義對於正向型幽默風格無顯著相關性；(2) 組織犬儒主義傾向對於負向型幽默風格之影響程度愈高；(3) 組織犬儒主義傾向對於遭受職場霸凌行為影響程度愈高；(4) 正向型幽默風格對於職場霸凌無顯著相關性；(5) 負向型幽默風格對於遭受職場霸凌行為影響程度愈高。
綜合上述，本研究結果發現，組織犬儒主義者之正負向幽默風格的程度表現，確實對於引發職場霸凌行為，會造成不同程度的影響。

According to empirical studies, the cynicism has a negative effect in organization. The cynicism considers that the issues occurred in the organization can not be solved, due to the egoism exist and the organization lack of justice in it. The nature of cynicism is typically indicates an unhappy staff with cynic attitude to express that they are discontented with colleague and the company. Their attitude will make interpersonal relationship worsen and destroyed the harmony of organization.

There are four types humor style of cynicism including positive of humor style and negative of humor style. Positive of humor style can be further divided into affiliative humor and self-enhancing humor and the negative of humor style also can be self-defeating humor and aggressive humor. Above four scopes can make different extent of influence on interpersonal relationship in organization. Furthermore, it might occur workplace bullying. This research is to focus on the positive and negative humor style of cynicism on workplace bullying. This research employes LISREL computer program and uses full time worker as research object samples. There are total 428 vaild samples. The result is shown as following: (1) Cynicism and positive of humor style has no significant correlation; (2) Cynicism has a high impact on negative of humor style; (3) Cynicism has a high impact on the worker who suffers workplace bullying; (4) Positive of humor style and workplace bullying has no significant correlation; (5) Negative of humor style has a high impact on the worker who suffers workplace bullying. Finally, cynicism will bring workplace bullying in different extent of positive or negative humor style.

目錄
第壹章 緒論 1
第一節 研究動機與目的 1
第二節 研究目的 5
第三節 名詞解釋 6
第貳章 文獻探討 8
第一節 組織犬儒主義 8
第二節 幽默風格 16
第三節 職場霸凌 23
第四節 組織犬儒主義、幽默風格與職場霸凌之關聯性假設 29
第參章 研究方法 34
第一節 研究架構 34
第二節 研究假設 35
第三節 研究對象 36
第四節 研究變項之操作型定義 37
第五節 研究工具 39
第六節 資料分析 45
第肆章 研究結果與分析 46
第一節 樣本人口特性分析 46
第二節 信度與效度分析 51
第三節 結構關係模式之結果 52
第四節 組織犬儒主義之幽默風格對職場霸凌之影響 53
第五節 結構方程式估計結果 56
第伍章 研究結論 59
第一節 討論與結論 59
第二節 實務建議 62
第三節 研究限制 64
第四節 未來研究建議 66
參考文獻 68
附錄 76

表目錄
表2-1-1 國內外犬儒主義定義整理 11
表2-1-2 國外犬儒主義研究整理 14
表2-2-1 幽默之定義整理 17
表2-2-2 幽默風格量表定義整理 22
表2-3-1 霸凌行為之定義 24
表2-3-2 職場霸凌之定義 26
表3-4-1 本研究假設之變數構面與操作性定義 37
表3-5-1 組織犬儒主義量表之題項 39
表3-5-2 幽默風格各分量表之題數分配 40
表3-5-3 幽默風格之題項 41
表3-5-4 職場霸凌構面與衡量 43
表3-5-5 職場霸凌行為之題項 43
表4-1-1 樣本基本描述一覽表 48
表4-2-5 各分量表之內部一致性係數 51
表4-3-1 本研究各項觀察指標相關係數矩陣 52
表4-4-1 本研究整體模型的適配度檢定 53
表4-5-1 結構方程式實證分析結果 56
表4-5-2 理論模式之潛在變項影響效果路徑係數整理表 58

圖目錄
圖3-1-1 組織犬儒主義之不同幽默風格與職場霸凌之路徑假設 34
圖4-5-1 組織犬儒主義、幽默風格與職場霸凌之結構係數圖 57

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