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題名 職場受害的前因後果：知覺組織正義氣候的調節效果
The Antecedent and the Outcomes of Workplace Victimization: The Mediating Effect of Organizational Justice Climate
作者 高兆祥
Kao, Chao Hsiang
貢獻者 郭建志
Kuo, Chien Chih
高兆祥
Kao, Chao Hsiang
關鍵詞 職場受害
受害者敏感性
知覺組織正義氣候
幸福感
離職意圖
日期 2016
上傳時間 3-Aug-2016 10:14:26 (UTC+8)
摘要 過往職場負向互動的研究多關注加害者與加害行為，但負向互動對於受害者的衝擊則該端視受害者本身的屬性與主觀理解而有不同，而職場受害試圖從受害者的角度來理解職場間的負向互動。本研究希望能探討個體的受害者敏感性與職場受害的關聯，以及職場受害對個體的幸福感及離職意圖造成的影響，此外更進一步探討知覺組織正義氣候可能對受害者敏感性與職場受害關係的調節效果。本研究採時間間隔的方式，以問卷調查法施測，共得222份有效樣本，研究結果發現受害者敏感性能預測職場受害，而職場受害能負向預測幸福感以及正向預測離職意圖，但是知覺組織正義氣候對於受害者敏感性與職場受害關聯的調節效果則未獲支持。最後，針對本研究之結果進行討論，並說明理論貢獻、管理意涵、研究限制以及未來建議。
參考文獻 Adams, J. S. (1965). Inequity in social exchange. Advances in experimental social psychology, 2, 267-299.
Ames, D. R., Rose, P., & Anderson, C. P. (2006). The NPI-16 as a short measure of narcissism. Journal of Research in Personality, 40(4), 440-450.
Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3), 452-471.
Aquino, K. (2000). Structural and individual determinants of workplace victimization: The effects of hierarchical status and conflict management style. Journal of Management, 26(2), 171-193.
Aquino, K., & Bommer, W. H. (2003). Preferential mistreatment: How victim status moderates the relationship between organizational citizenship behavior and workplace victimization. Organization Science, 14(4), 374-385.
Aquino, K., & Bradfield, M. (2000). Perceived victimization in the workplace: The role of situational factors and victim characteristics. Organization Science, 11(5), 525-537.
Aquino, K., & Byron, K. (2002). Dominating interpersonal behavior and perceived victimization in groups: Evidence for a curvilinear relationship. Journal of Management, 28(1), 69-87.
Aquino, K., & Lamertz, K. (2004). A relational model of workplace victimization: social roles and patterns of victimization in dyadic relationships. Journal of Applied Psychology, 89(6), 1023-1034.
Aquino, K., & Thau, S. (2009). Workplace victimization: Aggression from the target`s perspective. Annual Review of Psychology,60, 717-741.
Aquino, K., Douglas, S., & Martinko, M. J. (2004). Overt anger in response to victimization: attributional style and organizational norms as moderators. Journal of occupational health psychology, 9(2), 152-164.
Aquino, K., Grover, S. L., Bradfield, M., & Allen, D. G. (1999). The effects of negative affectivity, hierarchical status, and self-determination on workplace victimization. Academy of management journal, 42(3), 260-272.
Arnold, H. J., & Feldman, D. C. (1982). A multivariate analysis of the determinants of job turnover. Journal of Applied Psychology, 67(3), 350-360.
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of applied psychology, 85(3), 349 - 360.
Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communications criteria of fairness. In R. Lewicki, M. Bazerman, & B. Sheppard (Eds.), Research on negotiation in organizations (Vol. 1, pp. 43-55). Greenwich, CT: JAI Press.
Blaney, P. H. (1986). Affect and memory: a review. Psychological bulletin, 99(2), 229.
Bluedorn, A. C. (1982). A unified model of turnover from organizations. Human relations, 35(2), 135-153.
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Cole, M. S. & Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: does organizational hierarchy matter? Journal of Organizational Behavior, 27, 585-605.
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425–445.
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描述 碩士
國立政治大學
心理學系
103752014
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0103752014
資料類型 thesis
dc.contributor.advisor 郭建志zh_TW
dc.contributor.advisor Kuo, Chien Chihen_US
dc.contributor.author (Authors) 高兆祥zh_TW
dc.contributor.author (Authors) Kao, Chao Hsiangen_US
dc.creator (作者) 高兆祥zh_TW
dc.creator (作者) Kao, Chao Hsiangen_US
dc.date (日期) 2016en_US
dc.date.accessioned 3-Aug-2016 10:14:26 (UTC+8)-
dc.date.available 3-Aug-2016 10:14:26 (UTC+8)-
dc.date.issued (上傳時間) 3-Aug-2016 10:14:26 (UTC+8)-
dc.identifier (Other Identifiers) G0103752014en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/99610-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學系zh_TW
dc.description (描述) 103752014zh_TW
dc.description.abstract (摘要) 過往職場負向互動的研究多關注加害者與加害行為，但負向互動對於受害者的衝擊則該端視受害者本身的屬性與主觀理解而有不同，而職場受害試圖從受害者的角度來理解職場間的負向互動。本研究希望能探討個體的受害者敏感性與職場受害的關聯，以及職場受害對個體的幸福感及離職意圖造成的影響，此外更進一步探討知覺組織正義氣候可能對受害者敏感性與職場受害關係的調節效果。本研究採時間間隔的方式，以問卷調查法施測，共得222份有效樣本，研究結果發現受害者敏感性能預測職場受害，而職場受害能負向預測幸福感以及正向預測離職意圖，但是知覺組織正義氣候對於受害者敏感性與職場受害關聯的調節效果則未獲支持。最後，針對本研究之結果進行討論，並說明理論貢獻、管理意涵、研究限制以及未來建議。zh_TW
dc.description.tableofcontents 摘要i
目錄ii
表次iv
圖次v
第一章　緒論 1
　第一節　研究背景與動機 1
　第二節　研究目的 5
第二章　文獻探討 6
　第一節　受害者敏感性 6
　第二節　職場受傷 10
　第三節　知覺組織正義氣候的調節角色 21
　第四節　職場受害與幸福感 27
　第五節　職場受害與離職意圖 31
第三章　研究方法 35
　第一節　研究架構與研究假設 35
　第二節　研究樣本 37
　第三節　研究工具 40
　第四節　資料分析 50
第四章　研究結果 52
　第一節　相關分析結果 52
　第二節　線性迴歸分析結果 55
　第三節　結構方程模組SEM分析結果 63
第五章　討論與建議 64
　第一節　研究結果討論 64
　第二節　理論貢獻與管理意涵 70
　第三節　研究限制與未來研究方向 73
參考文獻 75
附錄一　前測問卷 83
附錄二　後測問卷 89
附錄三　控制變項詳細題項 93		zh_TW
dc.format.extent 2523485 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0103752014en_US
dc.subject (關鍵詞) 職場受害zh_TW
dc.subject (關鍵詞) 受害者敏感性zh_TW
dc.subject (關鍵詞) 知覺組織正義氣候zh_TW
dc.subject (關鍵詞) 幸福感zh_TW
dc.subject (關鍵詞) 離職意圖zh_TW
dc.title (題名) 職場受害的前因後果：知覺組織正義氣候的調節效果zh_TW
dc.title (題名) The Antecedent and the Outcomes of Workplace Victimization: The Mediating Effect of Organizational Justice Climateen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) Adams, J. S. (1965). Inequity in social exchange. Advances in experimental social psychology, 2, 267-299.
Ames, D. R., Rose, P., & Anderson, C. P. (2006). The NPI-16 as a short measure of narcissism. Journal of Research in Personality, 40(4), 440-450.
Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3), 452-471.
Aquino, K. (2000). Structural and individual determinants of workplace victimization: The effects of hierarchical status and conflict management style. Journal of Management, 26(2), 171-193.
Aquino, K., & Bommer, W. H. (2003). Preferential mistreatment: How victim status moderates the relationship between organizational citizenship behavior and workplace victimization. Organization Science, 14(4), 374-385.
Aquino, K., & Bradfield, M. (2000). Perceived victimization in the workplace: The role of situational factors and victim characteristics. Organization Science, 11(5), 525-537.
Aquino, K., & Byron, K. (2002). Dominating interpersonal behavior and perceived victimization in groups: Evidence for a curvilinear relationship. Journal of Management, 28(1), 69-87.
Aquino, K., & Lamertz, K. (2004). A relational model of workplace victimization: social roles and patterns of victimization in dyadic relationships. Journal of Applied Psychology, 89(6), 1023-1034.
Aquino, K., & Thau, S. (2009). Workplace victimization: Aggression from the target`s perspective. Annual Review of Psychology,60, 717-741.
Aquino, K., Douglas, S., & Martinko, M. J. (2004). Overt anger in response to victimization: attributional style and organizational norms as moderators. Journal of occupational health psychology, 9(2), 152-164.
Aquino, K., Grover, S. L., Bradfield, M., & Allen, D. G. (1999). The effects of negative affectivity, hierarchical status, and self-determination on workplace victimization. Academy of management journal, 42(3), 260-272.
Arnold, H. J., & Feldman, D. C. (1982). A multivariate analysis of the determinants of job turnover. Journal of Applied Psychology, 67(3), 350-360.
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of applied psychology, 85(3), 349 - 360.
Bies, R. J., & Moag, J. S. (1986). Interactional justice: Communications criteria of fairness. In R. Lewicki, M. Bazerman, & B. Sheppard (Eds.), Research on negotiation in organizations (Vol. 1, pp. 43-55). Greenwich, CT: JAI Press.
Blaney, P. H. (1986). Affect and memory: a review. Psychological bulletin, 99(2), 229.
Bluedorn, A. C. (1982). A unified model of turnover from organizations. Human relations, 35(2), 135-153.
Bobocel, D. R., & Hafer, C. L. (2007). Justice Motive Theory and the Study of Justice in Work Organizations: A Conceptual Integration: Commentary on the Special Section “Dealing with Strain at the Workplace: A Just World Perspective”. European Psychologist, 12(4), 283-289.
Cole, M. S. & Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: does organizational hierarchy matter? Journal of Organizational Behavior, 27, 585-605.
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