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題名 社會比較下的高績效受害：心理疼痛之中介角色探討
Untangling high performer victimization from social comparison Perspectives: the mediation role of psychological pain
作者 陳科伶
Chen, Ke-Ling
貢獻者 郭建志
Kuo, Chien-Chih
陳科伶
Chen, Ke-Ling
關鍵詞 高績效者受害現象
心理疼痛
社會比較
High-performer victimization
Psychological pain
Social comparison
日期 2019
上傳時間 5-Sep-2019 16:10:45 (UTC+8)
摘要 過往研究指出企業中之高績效者為其工作團隊及組織提供重要的貢獻，卻也更容易遭受同事間的人際傷害。本研究從受害者觸發模型與社會比較理論之觀點出發，驗證高績效者同事的心理疼痛作為高績效者受害現象的解釋機制。資料蒐集由台灣企業中油88名員工及同事組成之223對偶而來。本研究結果與預期假設相反，發現員工之工作績效與職場受害呈現負相關，員工的工作績效與其同事的心理疼痛亦存在負向關係，同事心理疼痛則與員工職場受害呈現正相關。心理疼痛調解了員工工作績效與受害受害之間的關係。本研究亦發現社會支持的調節作用未得到支持，員工性別在員工工作績效與同事心理疼痛之關係扮演著調節因子的角色。
While high performers make valuable contributions to their work teams and organizations, previous research has revealed that these employees are also more prone to experiencing interpersonal aggression casted by their co-workers. The present study draws on victim precipitation model and social comparison theory to examine psychological pain of the peer members as the explanatory mechanism of the victimization of high performers in the work teams. Round-robin data collected from 88 employee forming 223 dyads of employees and colleague in organizations in Taiwan was used to test research model. Contrary to hypotheses, results indicated a negative relationship between employee’s job performance and his workplace victimization, a negative relationship between employee’s job performance and colleagues’ psychological pain, a positive relationship between colleague’s psychological pain and employee’s workplace victimization. Psychological pain mediated the relationship between employee’s job performance and workplace victimization. Moderation effect of social support did not exist, yet gender has a moderating influence on employee’s job performance and colleague’s psychological pain. Theoretical and practical implications were provided.
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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.
Aquino, K., & Thau, S. (2009). Workplace victimization: Aggression from the target`s perspective. Annual review of psychology, 60, 717-741.
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描述 碩士
國立政治大學
心理學系
106752019
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0106752019
資料類型 thesis
dc.contributor.advisor 郭建志zh_TW
dc.contributor.advisor Kuo, Chien-Chihen_US
dc.contributor.author (Authors) 陳科伶zh_TW
dc.contributor.author (Authors) Chen, Ke-Lingen_US
dc.creator (作者) 陳科伶zh_TW
dc.creator (作者) Chen, Ke-Lingen_US
dc.date (日期) 2019en_US
dc.date.accessioned 5-Sep-2019 16:10:45 (UTC+8)-
dc.date.available 5-Sep-2019 16:10:45 (UTC+8)-
dc.date.issued (上傳時間) 5-Sep-2019 16:10:45 (UTC+8)-
dc.identifier (Other Identifiers) G0106752019en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/125633-
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) 106752019zh_TW
dc.description.abstract (摘要) 過往研究指出企業中之高績效者為其工作團隊及組織提供重要的貢獻，卻也更容易遭受同事間的人際傷害。本研究從受害者觸發模型與社會比較理論之觀點出發，驗證高績效者同事的心理疼痛作為高績效者受害現象的解釋機制。資料蒐集由台灣企業中油88名員工及同事組成之223對偶而來。本研究結果與預期假設相反，發現員工之工作績效與職場受害呈現負相關，員工的工作績效與其同事的心理疼痛亦存在負向關係，同事心理疼痛則與員工職場受害呈現正相關。心理疼痛調解了員工工作績效與受害受害之間的關係。本研究亦發現社會支持的調節作用未得到支持，員工性別在員工工作績效與同事心理疼痛之關係扮演著調節因子的角色。zh_TW
dc.description.abstract (摘要) While high performers make valuable contributions to their work teams and organizations, previous research has revealed that these employees are also more prone to experiencing interpersonal aggression casted by their co-workers. The present study draws on victim precipitation model and social comparison theory to examine psychological pain of the peer members as the explanatory mechanism of the victimization of high performers in the work teams. Round-robin data collected from 88 employee forming 223 dyads of employees and colleague in organizations in Taiwan was used to test research model. Contrary to hypotheses, results indicated a negative relationship between employee’s job performance and his workplace victimization, a negative relationship between employee’s job performance and colleagues’ psychological pain, a positive relationship between colleague’s psychological pain and employee’s workplace victimization. Psychological pain mediated the relationship between employee’s job performance and workplace victimization. Moderation effect of social support did not exist, yet gender has a moderating influence on employee’s job performance and colleague’s psychological pain. Theoretical and practical implications were provided.en_US
dc.description.tableofcontents Abstract i
Table of Contents ii
Table of Tables iv
Table of Figures v
Introduction 1
Theory and Hypotheses 6
High-performer victimization 6
Job performance and workplace victimization 10
Job performance and psychological pain 11
Psychological Pain and Workplace Victimization 13
Mediating role of psychological pain 14
Moderating role of social support 15
Methods 19
Participants and Procedure 19
Measure 22
Results 31
Preliminary Results 34
Hypotheses Testing 36
Additional Analysis 40
Discussion 41
Theoretical Implications 41
Practical Implications 45
Limitations and Future directions 46
Conclusion 47
Reference 48
Appendix 1: Supervisor Survey 57
Appendix 2: Employee Survey (Time 1) 61
Appendix 3: Employee Survey (Time 2) 70

 		zh_TW
dc.format.extent 1586600 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0106752019en_US
dc.subject (關鍵詞) 高績效者受害現象zh_TW
dc.subject (關鍵詞) 心理疼痛zh_TW
dc.subject (關鍵詞) 社會比較zh_TW
dc.subject (關鍵詞) High-performer victimizationen_US
dc.subject (關鍵詞) Psychological painen_US
dc.subject (關鍵詞) Social comparisonen_US
dc.title (題名) 社會比較下的高績效受害：心理疼痛之中介角色探討zh_TW
dc.title (題名) Untangling high performer victimization from social comparison Perspectives: the mediation role of psychological painen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions. Sage.
Amir, M. (1967). Victim precipitated forcible rape. The Journal of Criminal Law, Criminology, and Police Science, 58(4), 493-502.
Amir, M. (1971). Patterns in forcible rape (p. 52). Chicago: University of Chicago Press.
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., & 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.
Aquino, K., & Thau, S. (2009). Workplace victimization: Aggression from the target`s perspective. Annual review of psychology, 60, 717-741.
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.
Aron, A., Aron, E. N., Tudor, M., & Nelson, G. (1991). Close relationships as including other in the self. Jounal of Personality and Social Psychology, 60(2), 241.
Barrera Jr, M., Sandler, I. N., & Ramsay, T. B. (1981). Preliminary development of a scale of social support: Studies on college students. American Journal of Community Psychology, 9(4), 435-447.
Beck, A. T., Kovacs, M., & Weissman, A. (1975a). Hopelessness and suicidal behavior: An overview. Jama, 234(11), 1146-1149.
Becker, T. E. (2005). Potential problems in the statistical control of variables in organizational research: A qualitative analysis with recommendations. Organizational Research Methods, 8(3), 274-289.
Berkowitz, L. (1989). Frustration-aggression hypothesis: Examination and reformulation. Psychological Bulletin, 106(1), 59.
Blanton, H., Crocker, J., & Miller, D. T. (2000). The effects of in-group versus out-group social comparison on self-esteem in the context of a negative stereotype. Journal of Experimental Social Psychology, 36(5), 519-530.
Bowling, N. A., & Beehr, T. A. (2006). Workplace harassment from the victim`s perspective: a theoretical model and meta-analysis. Journal of Applied Psychology, 91(5), 998.
Bowling, N. A., Beehr, T. A., Bennett, M. M., & Watson, C. P. (2010). Target personality and workplace victimization: A prospective analysis. Work & Stress, 24(2), 140-158.
Brewer, M. B., & Weber, J. G. (1994). Self-evaluation effects of interpersonal versus intergroup social comparison. Jounal of Personality and Social Psychology, 66(2), 268.
Brickman, P., & Bulman, R. J. (1977). Pleasure and pain in social comparison. Social comparison processes: Theoretical and Empirical Perspectives, 149, 186.
Brislin, R. W. (1970). Back-translation for cross-cultural research. Journal of Cross-Cultural Psychology, 1(3), 185-216.
Brown, J. D., Novick, N. J., Lord, K. A., & Richards, J. M. (1992). When Gulliver travels: Social context, psychological closeness, and self-appraisals. Jounal of Personality and Social Psychology, 62(5), 717.
Bruzzese, A. (2002, November 12). Get rid of bullies in the workplace. USA Today.com. Retrieved from http://www.usatoday.com/money/jobcenter/workplace/relationships/2002-11-12-bullies_x.htm
Call, M. L., Nyberg, A. J., & Thatcher, S. (2015). Stargazing: An integrative conceptual review, theoretical reconciliation, and extension for star employee research. Journal of Applied Psychology, 100(3), 623.
Campbell, E. M., Liao, H., Chuang, A., Zhou, J., & Dong, Y. (2017). Hot shots and cool reception? An expanded view of social consequences for high performers. Journal of Applied Psychology, 102(5), 845.
Chen, Y. R., Brockner, J., & Katz, T. (1998). Toward an explanation of cultural differences in in-group favoritism: The role of individual versus collective primacy. Jounal of Personality and Social Psychology, 75(6), 1490.
Cobb, S. (1976). Social support as a moderator of life stress. Psychosomatic Medicine.
Collins, R. L. (1996). For better or worse: The impact of upward social comparison on self-evaluations. Psychological Bulletin, 119(1), 51. doi: 10.1037/0033-2909.119.1.51.
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dc.identifier.doi (DOI) 10.6814/NCCU201900822en_US