臺灣博碩士論文加值系統

近十年來，霸凌相關研究大多數以校園霸凌為主，在日常生活中，校園霸凌頻傳，而員工在職場中遭受霸凌的比率日益提高，根據台北市政府衛生局（2015）調查發現有67%的員工（受凌者與潛在受凌者）曾遭受關係霸凌，而在這群受凌者中，有92.66%的人有中高度心理壓力。職場霸凌不僅影響個人情緒及心理狀態，也會對個人的人際及行為造成傷害。本研究的主要目的有二：（一）探討台灣製造業員工職場霸凌的現況，包含不同背景者被霸凌現況的差異；（二）探討職場霸凌、心理健康、社會支持及離職傾向之關係，尤其是心理健康的中介角色及社會支持的調節角色。
研究者從高雄地區工業區抽取400名從事機械設備製造業與金屬製品製造業的員工，施予「職場霸凌量表」（含工作任務霸凌、社交人際霸凌兩個分量表）、「心理健康量表」（含身體健康、焦慮與失眠、社會功能障礙、嚴重憂鬱症四個分測驗）、「社會支持量表」（含情緒性支持、實質性支持與訊息性支持三個分測驗）及「離職傾向」。資料以SPSS 20.0 及PROCESS macro（Hayes, 2013）進行分析。研究結果發現：
（一）製造業員工知覺職場霸凌頻率介於「從未發生過」至「有時會發生」之間，屬偏低程度。
（二）製造業員工知覺職場霸凌程度因不同的「業別」、「服務年資」、「公司成立年數」而有顯著差異。
（三）製造業員工知覺職場霸凌與心理健康具顯著正相關，與社會支持具顯著負相關，與離職傾向具顯著正相關。
（四）心理健康在社交人際霸凌與離職傾向間具完全中介效果；在工作任務霸凌與離職傾向間僅「社會功能障礙」具部分中介效果，而其他心理健康向度在職場霸凌與離職傾向間皆不具中介效果，職場霸凌與離職傾向間具直接效果。
（五） 社會支持（不分支持類型）對「社交人際霸凌心理健康離職傾向」中介模型的中介效果具有顯著的調節效果；情緒性支持對「工作任務霸凌心理健康離職傾向」中介模型的中介效果具有顯著的調節功能。
最後，研究者根據研究結果提出討論，並對相關實務工作者及後續研究提出建議。

In the past decade, the majority of research related to bullying has been on the subject of school bullying. School bullying is frequently reported in our everyday life; however, the rate of employees suffering from bullying in the workplace is increasing. According to an investigation conducted by the Department of Health, Taipei City Government (2015), 67% of workers (victims and potential victims) suffer from relational bullying. Within this group of victims, 92.66% felt a moderate to high level of psychological pressure. Workplace bullying not only affects personal emotions and psychological conditions, but also leads to damage to an individual’s interpersonal relationships and behavior. There are two main purposes of this study: 1) to explore the current status of workplace bullying among workers in Taiwan’s manufacturing industry, including the differences in the victimization of people from dissimilar backgrounds; and 2) to discuss the relationships among workplace bullying, mental health, social support, and turnover intentions, especially the mediation role of mental health, and the moderating role of social support.
This study sampled 400 workers who were engaged in machinery and equipment manufacturing and metal product manufacturing industries in the Kaohsiung industrial area. Participants were given a “Workplace Bullying Scale” (including two sub-scales for task-based bullying and social bullying), a “Mental Health Scale” (including four sub-tests for physical health, anxiety and insomnia, social dysfunction, and severe depression), a “Social Support Scale” (including three sub-tests for emotional support, substantive support, and informational support), and a “Turnover Intention Scale.” The data was analyzed using SPSS 20.0 and PROCESS macro (Hayes, 2013). The findings are as follows:
1.　The frequency that the manufacturing workers perceived workplace bullying to occur was between “never occurs” and “sometimes occurs.” This is considered a low level.
2.　There were significant differences in terms of the degree of workplace bullying perceived by manufacturing workers due to differences in the “type of industry,” “years of service,” and “years of business set up.”
3.　The manufacturing workers’ perception of workplace bullying had a significant positive correlation with mental health(r= .42 ~ .53), a significant negative correlation with social support(r= -.23 ~ -37), and a significant positive correlation with turnover intentions(r= .12 ~ .22).
4.　Mental health had a complete mediation effect between social bullying and turnover intentions. Only “social dysfunction” had a partial mediation effect between task-based bullying and turnover intentions, while the other mental health dimensions did not appear to have any mediation effect between workplace bullying and turnover intentions. However, a direct effect was found between workplace bullying and turnover intentions.
5.　Social support (regardless of type) had a significant moderation effect on the mediation effects (indirect effects) of mental health between social bullying and turnover intentions. Emotional support was a moderator on the indirect effects of mental health between task-based bullying and turnover intentions.
Finally, discussions regarding the findings of this study and suggestions to practitioners and further research were provided.

誌謝　I
中文摘要　II
英文摘要　IV
目錄　VI
表目錄　VIII
圖目錄　IX

第一章 緒論　1
第一節　研究背景與動機　1
第二節　研究目的與問題　4
第三節　名詞解釋　5
第四節　研究限制　7

第二章 文獻探討　8
第一節　職場霸凌定義與內涵　9
第二節　職場霸凌相關因素　18
第三節　社會支持　25
第四節　社會支持與職場霸凌、心理健康及離職傾向之關係　29

第三章 研究方法　32
第一節　研究架構　32
第二節　研究對象　33
第三節　研究工具　34
第四節　研究假設　41
第五節　資料分析方法　42
第六節　研究實施與程序　44
第七節　研究倫理　45

第四章 研究結果　46
第一節 製造業員工職場霸凌之現況　46
第二節 不同背景員工之職場霸凌差異分析　48
第三節 職場霸凌、心理健康、社會支持、離職傾向間之相關情形　56
第四節 心理健康在職場霸凌與離職傾向關係的中介角色　58

第五章 結論、討論與建議　82
第一節 結論　82
第二節 討論　83
第三節 建議　88

參考文獻　93
中文文獻　93
西文文獻　97

附錄一：職場員工生活經驗問卷　107
附錄二：正式職場霸凌量表　114
附錄三：心衛推廣感謝小卡　115

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