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研究生:林凱亭
研究生(外文):Lin, Kai-Ting
論文名稱:以員工自我效能為中介變項探討主管社會破壞與員工憂鬱之關係
論文名稱(外文):The Relationship between Supervisor Social Undermining and Employee Depression: The Mediating Role of Employee’s Self-Efficacy
指導教授:林少龍林少龍引用關係
指導教授(外文):Lin, Shao-Lung
口試委員:陳世晉李政德
口試委員(外文):Chen, Shih-ChinLee, Cheng-Te
口試日期:2014-06-27
學位類別:碩士
校院名稱:中國文化大學
系所名稱:國際貿易學系
學門:商業及管理學門
學類:貿易學類
論文種類:學術論文
論文出版年:2014
畢業學年度:102
語文別:中文
論文頁數:75
中文關鍵詞:社會破壞自我效能憂鬱
外文關鍵詞:social-underminingself-efficacydepression
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社會破壞是一種企圖阻礙他人的行為。長時間下來會破壞他人建立和保持正向人際關係的能力、工作相關的成功和良好的聲譽。社會破壞屬於職場上的負面行為,對於任何職業的員工皆會造成影響,特別針對員工在職場上的表現、自信心以及生產率等方面。在現今社會中,社會破壞的頻率有逐漸提高的趨勢,同時此議題也更加受到重視。在主管社會破壞的情況下,員工為首要受害者,因此,本研究探討主管社會破壞、員工自我效能與員工憂鬱三者之關係。本研究採用匿名式問卷調查法,研究樣本來自於24間企業中的在職員工。回收問卷為333份,其中有效問卷為313份,有效問卷回收率為93.99%。本研究結果如下:
1.主管社會破壞與員工憂鬱呈正相關。
2.主管社會破壞與員工自我效能呈負相關。
3.員工自我效能與員工憂鬱呈負相關。
4.主管社會破壞經由員工自我效能之部分中介影響員工憂鬱。
本研究討論研究發現在理論及管理實務上的意涵,同時對未來的研究方向提出建議。

Social-undermining is defined as a behavior intended to hinder important messages. This behavior may sabotage the establishment and maintenance of employees’ positive interpersonal relationship, work-related success, and favorable reputation in their jobs. Social-undermining plays an important role in every professional field. In particular, it also significantly impacts on employees’ individual performance, confidence and productivity in the workplace. Researchers have been studying the behavior of social-undermining due to its increase and importance in the recent years.
The purpose of this study is to examine the mediating effect on the relationship between supervisor’s social undermining and employees’ depression. The study is based on the anonymous questionnaires collected from the samples of 313 employees in 24 companies. The valid response rate is 93.99% and the results are summarized as follows:
1. Supervisor’s social undermining is positively related to employees’ depression.
2. Supervisor’s social undermining is negatively related to employees’ self-efficacy.
3. Employees’ self-efficacy is negatively related to employees’ depression.
4. The effect of employees’ self-efficacy partially mediates the relationship between supervisor’s social undermining and employees’ depression. This study discusses the implications for theories and managerial practices, and suggestions for the future study.

誌謝辭 ..................... i
中文摘要..................... ii
英文摘要........................ iii
內容目錄...................... iv
表目錄....................... vi
圖目錄...................... viii
第一章 緒論.................. 1
第一節 研究背景.............. 1
第二節 研究問題與目的............ 1
第三節 研究架構.............. 3
第二章 文獻探討................ 5
第一節 社會破壞.............. 5
第二節 自我效能.............. 9
第三節 憂鬱................. 19
第四節 研究假設.............. 28
第三張 研究方法................ 32
第一節 研究樣本與資料收集......... 32
第二節 變數衡量.............. 36
第三節 資料分析方法.............. 37
第四節 信度與效度分析............ 40
第四章 實證結果................ 45
第一節 相關分析.............. 45
第二節 研究假設之檢驗結果.......... 46
第五章 結論與建議............... 52
第一節 研究結論與討論........... 52
第二節 管理意涵.............. 54
第三節 研究限制與未來建議......... 55
參考文獻..................... 57
附錄A 問卷.................. 73

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藍菊梅(2008),大學生困擾揭露、非社會支持反應與焦慮及憂鬱之關係研究,高雄師範大學輔導與諮商研究所未出版之博士論文,59-64。

盧怡任(2004),台南市行為困擾國中生之非之非理信念與焦慮、憂鬱情緒之相關研究,高雄師範大學輔導研究所未出版之碩士論文。

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葉瑞元(2005),中央氣象局員工自我效能之研究,世新大學行政管理學研究所未出版之碩士論文。




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