臺灣博碩士論文加值系統

隨著人類生活品質的逐漸提升，學者紛紛開始投入正向心理學的研究範疇，「幸福感」為正向心理學中最先引起注意的議題，並受到研究學者的重視(丁鳳琴，2010)，而台灣亦於2013年開始調查人民之幸福指數。幸福感受到諸多因素影響，其中即包含了職場中的負向事件，員工之幸福感不只會影響員工健康亦會影響組織績效，因此，深入了解員工幸福感有其必要。台灣職場中一直有前輩欺侮後輩與新進人員的事件，而職場中的霸凌事件會對員工產生極大的心理壓力(Nielsen, Matthiesen, &;Einarsen, 2008)，在這個狀況下公務人員還要和顏悅色服務民眾，將對心靈造成更大的負擔，故本研究將了解職場霸凌與幸福感之關係，此外，有研究指出社會資本與心理資本會與幸福感有關，因此，社會資本與心理資本是否會調節公務人員之職場霸凌與幸福感關係即為本研究欲探討之內容。

本研究以嘉義市、台南市與高雄市之公務人員為對象，探討職場霸凌與幸福感的關係以及社會資本與心理資本對其關係的調節效果。本研究以便利抽樣方式，發放500份問卷，一共回收468份，有效問卷428份，有效問卷回收率為85.6%。本研究採用SPSS 21.0與AMOS 21等統計軟體，作為資料分析的工具，以AMOS執行因素分析，再以SPSS執行敘述性統計、信、效度分析與Pearson相關分析等分析，最後再以複迴歸及階層迴歸分析來驗證各研究假設。研究結果如下：

1. 職場霸凌知覺對幸福感呈現顯著負相關。
2. 社會資本對幸福感呈現顯著正相關。
3. 心理資本之希望及樂觀分別與幸福感呈現顯著正相關。
4. 心理資本之希望與職場霸凌知覺之交互作用與幸福感有顯著相關。
5. 心理資本之韌性與職場霸凌知覺之交互作用與幸福感有顯著相關。

根據本研究之結果，本研究建議公家機關應盡量遏止霸凌行為之發生，並應增設輔導單位，讓被霸凌者有個輔助的情緒出口，公部門之管理者應鼓勵公務人員多參與社團活動及多關心家人朋友，以達擴展生活圈及維繫關係之目的，使公務人員之社會資本提升，進而感到更幸福快樂。

As the life quality of human improves, many researchers are getting into the category of positive psychology research. “Happiness” is the first issue that attractd reaserchers’ attention in positive psychology, and the authority of Taiwan started to investigate the index of people’s happiness as well in 2013. Happiness actually was affected by many factors, including the negative events in workplace, and the happiness of employees will affect not only their health, but also the performance of organization. Therefore, to understand the happiness of employees deeply is necessary. There are a lot of events about the seniors bullied juniors in Taiwan workplace, and these events will make a great psychological pressure to employees (Nielsen, Matthiesen, &;Einarsen, 2008) . If a civil service worker needs to service people in this bullying situation, then they will have a great mental burden. According to above-mentioned, this study is going to understand the relationship between workplace bullying. Besides, there are other studies figured out that social capital and psychological capital have relationship with happiness, so this study also want to know the relationship between workplace bullying and happiness when social capital and psychological capital as moderators.

This study collected empirical data from the civil service workers in city government of Chaiyi, Tainan, and Kaohsiung. We delivered 500 questionnaires, and received 428 effective questionnaires, the rate of effective questionnaires is 85.6%. We took SPSS 21.0 and AMOS 21 as analysis tools, first, we used AMOS to carry out CFA (Confirmatory Factor Analysis, CFA); second, we used SPSS to carry out Descriptive Statistics, Reliability, Validity and Pearson Correlation Coefficient; finally, carrying out Multiple Regression Analysis and Hierarchical Regression to confirm hypotheses. The results are as follow:

1. The perception of workplace bullying is negatively related to happiness.
2. Social capital is positively related to happiness.
3. The hope and the optimistic in psychological capital are positively related to happiness.
4. There are correlations between the interactions of workplace bullying and the hope in psychological capital on happiness.
5. There are correlations between the interactions of workplace bullying and the resiliency in psychological capital on happiness.

第一章、 緒論…………………………………………………………………..….1.
第一節 研究背景…………………………………………………………………..….....1.
第二節 研究動機……………………………………………..……………………….....2.
第三節 研究目的……………………………………………..……………….………....4.
第四節 研究流程……………………………………………..…………………….………..5.

第二章、 文獻探討…………………………………………………………….......6.
第一節 職場霸凌……………………………………………………………………………6.
第二節 幸福感……………………………………………………………………………..11.
第三節 社會資本…………………………………………………………………………..18.
第四節 心理資本……………………………………………………………………….….23.
第五節 各構念關係之探討…………………………………………………….…....…26.

第三章、 研究架構與研究方法……………………………………………….….29.
第一節 研究架構………..…………………………………………………………......29.
第二節 研究假設………...…………………………………………………………......30.
第三節 變項操作定義與衡量方法……..……………………………………………......31.
第四節 研究對象與抽樣方法…….…………………………………………………......37.
第五節 資料分析方法………………………...……………………………………………39.
第六節 驗證性因素分析與信效度分析……………………………………………….41.

第四章、 研究結果……………………………………………………………….51.
第一節 敘述性統計分析………………………………………………………………….51.
第二節 Pearson相關分析……………………………………………………………...…52.
第三節 假設驗證………………………………………………………………………….54.

第五章、 結論與建議…………………………………………………………….63.
第一節 研究結論………………………………………………………………………….63.
第二節 研究意涵與建議………………………………………………………………….67.
第三節 研究限制與未來研究建議……………………………………………………….69.

參考文獻………………………………………..…………………………...………71.
附錄─問卷……………….……………………………….…...……………..……..81.

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