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研究生:王采云
研究生(外文):WANG, TSAI-YUN
論文名稱:包容性領導對職場排擠與退卻行為影響之研究:情緒表達之調節效果分析
論文名稱(外文):A Study of the Impact of Inclusive Leadership on Workplace Ostracism and Withdrawal Behavior:An Analysis of the Moderating Effects of Emotion Expression
指導教授:王湧泉王湧泉引用關係
指導教授(外文):WANG, YUNG-CHUAN
口試委員:歐陽豪鄭昱宏黃佳純王湧泉
口試委員(外文):OU-YANG, HOUCHENG, YU-HUNGHUANG, JIE-TSUENWANG, YUNG-CHUAN
口試日期:2024-05-17
學位類別:碩士
校院名稱:國立高雄科技大學
系所名稱:人力資源發展系
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2024
畢業學年度:112
語文別:中文
論文頁數:153
中文關鍵詞:包容性領導職場排擠退卻行為情緒表達
外文關鍵詞:Inclusive LeadershipWorkplace OstracismWithdrawal BehaviorEmotion Expression
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  • 點閱點閱:35
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  • 下載下載:8
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隨著ESG浪潮的興起,員工關係等議題漸成為企業重視的一項經營指標,反對歧視、多元共融等價值亦乘風而起。本研究以回應當代企業需求致應運而生的包容性領導為研究主軸,探討此領導風格是否能有效減緩職場排擠情形,與員工採取退卻行為的可能性。另針對員工自身心理知能,以情緒表達作為研究變項,探討情緒表達是否會對職場排擠與退卻行為間之關係產生調節效果,後透過本研究結果,提出管理實務建議與未來研究建議。
本研究採問卷調查方式,以台灣地區未侷限特定產業之從業人員為研究對象,採便利抽樣方法發放並回收問卷。總計發放253份問卷,回收之有效問卷為253份。後依據回收之問卷數據內容,使用SPSS 27.0中文版軟體進行資料的分析與處理,以驗證本研究各項之假設是否成立。經本研究結果發現:
一、 包容性領導對退卻行為具有顯著負向影響。
二、 包容性領導對職場排擠具有顯著負向影響。
三、 職場排擠對退卻行為具有顯著正向影響。
四、 情緒表達對職場排擠與退卻行為間之關係不具顯著調節效果。
With the sweeping wave of ESG (Environment, Social, and Governance), issues such as employee relations have been receiving increasing attention as an important indicator to organizations, and anti-discrimination and DEI (Diversity, Equity, and Inclusion) have also been focused. In response to the needs of enterprises in these days, inclusive leadership has emerged. This study discusses whether inclusive leadership can mitigate workplace ostracism and withdrawal behavior. In the aspect of employee mental ability, emotion expression is used as an independent variable to see if it can have moderating effects on the relationship between workplace ostracism and withdrawal behavior. Lastly, suggestions on practical management and future research are proposed.
This study adopted a questionnaire survey using convenience sampling. The research subjects are employees who were not limited to specific fields in Taiwan. A total of 253 questionnaires were distributed, and 253 out of them are valid. Then, the SPSS 27.0 Chinese version was used to analyze and process the data from the questionnaires to verify the hypotheses. The results are as follows:
1. Inclusion leadership has a significant negative effect on withdrawal behavior.
2. Inclusion leadership has a significant negative effect on workplace ostracism.
3. Workplace ostracism has a significant positive effect on withdrawal behavior.
4. Emotion expression has no significant moderating effect on the relationship between workplace ostracism and withdrawal behavior.
摘要 i
ABSTRACT ii
誌謝 iv
目錄 v
表目次 vii
圖目次 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 6
第三節 研究流程 7
第二章 文獻探討 8
第一節 包容性領導 8
第二節 職場排擠 22
第三節 退卻行為 38
第四節 情緒表達 51
第五節 各變項間關係探討 66
第三章 研究方法 71
第一節 研究架構 71
第二節 研究假設 72
第三節 研究變項之操作性定義及衡量工具 73
第四節 研究對象與調查方法 79
第五節 資料分析方法 80
第六節 量表之因素分析與信度分析 82
第四章 資料分析結果 88
第一節 樣本描述性統計分析 88
第二節 各變項間相關性分析 93
第三節 各變項之迴歸分析 94
第四節 情緒表達對職場排擠與退卻行為關係之調節效果 97
第五節 研究假設驗證之結果統整 98
第五章 結論與建議 99
第一節 研究結論 99
第二節 管理實務建議 103
第三節 研究限制與後續研究建議 108
參考文獻 111
一、中文部分 111
二、英文部分 115
附錄:研究問卷 140
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