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研究生:周家安
研究生(外文):Chia-An Chou
論文名稱:主管與部屬間關係衝突、報復動機與職場偏差行為之研究─以離職傾向作為調節變數
論文名稱(外文):The Effects of Relationship Conflicts between Supervisor and Subordinates and Revenge Motivation on Workplace Deviance Behavior: The Moderating Effect of Turnover Intention.
指導教授:邱雅萍邱雅萍引用關係諸承明諸承明引用關係
指導教授(外文):Ya-Ping ChiuChen-Ming Chu
學位類別:碩士
校院名稱:中原大學
系所名稱:企業管理研究所
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:2015
畢業學年度:103
語文別:中文
論文頁數:67
中文關鍵詞:職場偏差行為離職傾向主管與部屬間關係衝突報復動機
外文關鍵詞:Turnover IntentionRevenge MotivationWorkplace Deviance BehaviorThe Effects of Relationship Conflicts between Supervisor and Subordinates
相關次數:
  • 被引用被引用:2
  • 點閱點閱:273
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  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:3
摘要
本研究主要探討主管與部屬間關係衝突、報復動機與職場偏差行為的影響,並進一步探討離職傾向對報復動機、職場偏差行為之間的調節效果。

本研究以在職中的工作者為樣本,以配對式問卷進行施測,配對方式為一對一,一位主管對一位部屬方式進行配對,共回收170份主管問卷與168份部屬問卷,主管問卷回收率為85%,部屬問卷回收率84%,其中扣除掉漏答過多與填答不實者之無效問卷,以及無法進行一對一配對的無效問卷,主管部分共有12份無效問卷,部屬共有10份無效問卷,最後有效問卷主管部屬配對數為158對,主管與部屬的有效問卷回收率79%。問卷資料經由統計分析編碼並計算各變項數值,再以因素分析、相關分析、迴歸分析來探討變數間之關係,以驗證本研究假設。

1.主管與部屬間關係衝突與職場偏差行為有正向影響
2.主管與部屬間關係衝突與報復動機有正向影響
3.報復動機與職場偏差行為有正向影響
Abstract
This study focuses on the effects of relationship conflict between supervisors and subordinates as well as revenge motivation on workplace deviance behavior. It also investigates the moderating effect of turnover intention on the relationship between revenge motivation and workplace deviance behavior.

Samples in this study were workers of companies located in Taiwan. Separate questionnaires were administered to supervisors and subordinates and one supervisor matches one subordinate. 170 supervisor and 168 subordinate questionnaires were returned in total, for response rates of 85 and 84 percent, respectively. After we had deleted invalid questionnaires that were incomplete or inaccurate and records with unmatched supervisor-subordinate pairs, a total of 158 supervisor-subordinate dyads remained and constituted the sample for this study.

At last, we used statistical analysis to code the questionnaires and calculated the value of each variable. We proceeded to test the relationships between variables by factor analysis, Pearson correlation and regression analysis, in order to verify following hypotheses.

1.Relationship conflict between supervisors and subordinates is positively related to workplace deviance behavior.
2.Relationship conflict between supervisors and subordinates is positively related to revenge motivation.
3.Revenge motivation is positively related to workplace deviance behavior.
目 錄
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 研究流程 5
第二章 文獻探討 6
第一節 職場偏差行為 6
第二節 主管與部屬間關係衝突 8
第三節 報復動機 12
第四節 離職傾向 14
第三章 研究設計 17
第一節 研究架構 17
第二節 研究假設 18
第三節 研究對象與資料蒐集方式 20
第四節 研究變數定義與衡量 21
第五節 資料分析方法 25
第四章 資料分析與研究結果 26
第一節 樣本資料分析 26
第二節 信度分析 31
第三節 效度分析 31
第四節 相關分析 35
第五節 迴歸分析 36
第五章 研究結論與建議 41
第一節 研究結論 41
第二節 理論與管理意涵 44
第三節 研究限制與未來研究建議 46
參考文獻 48

表目錄
表2-1衝突的類型彙整 10
表3-1人際偏差行為量表 21
表3-2組織偏差行為量表 22
表3-3主管與部屬間關係衝突量表 23
表3-4報復動機量表 23
表3-5離職傾向量表 24
表4-1 樣本性別分布表 27
表4-2 樣本年齡分布之分配表 27
表4-3 樣本婚姻分布之分配表 28
表4-4樣本學歷分部之分配表 28
表4-5 樣本職務分布之分配表 29
表4-6 樣本服務年資分布分配表 30
表4-7 樣本產業類別分布分配表 30
表4-8 量表之信度分析 31
表4-9職場偏差行為之因素分析 32
表4-10主管與部屬間關係衝突之因素分析 33
表4-11報復動機之因素分析 33
表4-12離職傾向之因素分析 34
表4-13平均數、標準差與相關係數 35
表4-14報復動機中介效果之迴歸分析 39
表4-15離職傾向對報復動機與職場偏差行為間關係之調節效果之迴歸分析 40
表5-1 研究結果彙整表 41

圖目錄
圖1-1研究流程 5
圖3-1研究架構 17
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