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題名 情緒勒索及無所不在科技壓力之關聯後果探究
An Exploration Study of Relationships and Consequences of Emotional Blackmail and Ubiquitous Techno-Stress作者 黃家彥
Huang, Chia-Yen貢獻者 洪為璽<br>楊建民
Hung, Wei-Hsi<br>Yang, Jiann-Min
黃家彥
Huang, Chia-Yen關鍵詞 情緒勒索
無所不在科技壓力
工作滿意度
離職傾向
人格特質
因應策略
Emotional blackmail
Ubiquitous technostress
Job satisfaction
Turnover intention
Personality traits
Coping strategy日期 2020 上傳時間 4-Jan-2021 10:47:32 (UTC+8) 摘要 行動科技的進步，使人們溝通的方式已經不像以往，必須面對面或是以電話做為媒介，而是轉往使用通訊軟體，基本上只要處於有網路的環境，我們可以隨時隨地地使用這樣的軟體。Line通訊軟體在臺灣具有高使用率及高依賴性，職場因此開始導入並允許使用這類的資訊科技，儘管這些新型態工具的特色能夠帶來顯著的便利，但它也可能是負面性的，包括成癮、濫用、分散注意力、浪費時間和科技壓力。Line的無所不在的特性讓訊息發送方可以隨時隨地發送訊息，這項特性將可能模糊上班與下班的界線，導致科技侵犯，甚至成為發送方對接收方情緒勒索的工具，進一步造成接收方的工作滿意度下降，無法承受壓力因而辭職。本研究將以工作職場為研究情境，探討無所不在科技壓力與情緒勒索之間的關係，以及它們會不會導致工作滿意度下降或是離職傾向增加，另外也探討人格特質以及因應策略如何影響情緒勒索所帶來的影響。本研究針對有使用通訊軟體的在職員員工進行問卷調查，共蒐集了439份有效問卷，研究結果顯示科技侵犯與科技可及性正向影響情緒勒索，情緒勒索則會負向影響工作滿意度、正向影響離職傾向，本研究也發現調節影響，因應策略會調節情緒勒索與工作滿意度、離職傾向之間的關係；而開放性與盡責性人格特質會調節情緒勒索與工作滿意度之間的關係；外向性、盡責性和親和性人格特質則會調節情緒勒索與離職傾向之間的關係。本研究結論指出，無所不在科技壓力在職場的情境中確實與情緒勒索有關聯，更會因此產生出工作滿意度下降及離職傾向提高的後果，另外因應策略與開放性、親和性、外向性與盡責性人格特質會調節情緒勒索帶來的後果，此結論不只可供未來研究者在情緒勒索相關研究發展之參考，也可讓管理者在職場上做管理的決策依據。
Nowadays, we use the communication software instead of being face to face or using the telephone. Basically, as long as we are in a networked environment, we can use it anytime, anywhere. Due to the high usage rate and high dependence of Line in Taiwan, the workplace began to adopt and allow the use of such kind of information technology. Although the features of this kind of new information technology can bring significant convenience to us, they also have shortcomings, including addiction, abuse, distraction, wasting our time, and technostress. Line`s ubiquitous feature allows senders to send messages anytime, anywhere. This feature may blur the line between on duty and off work, leading to techno-invasion and becoming a tool of emotional blackmail for the sender. These characteristics may reduce the receiver`s job satisfaction and let receiver want to quit his job. This research is based on the workplace as a research context to explore the relationship between ubiquitous technostress and emotional blackmail, and whether emotional blackmail will lead to a decline in job satisfaction or an increase in turnover intention. It also explores how personality traits and coping strategies affect the relationship of emotional blackmail and job satisfaction or turnover intention.In this study, a total of 439 valid questionnaires were collected from working staff who have used communication software. The results show that techno-invasion and access to technology positively affected emotional blackmail, and emotional blackmail would negatively affect job satisfaction and positive influence on turnover intention. About moderating affects, this study finds that the coping strategies affects the relationship between emotional blackmail and job satisfaction or turnover intention. Openness and conscientiousness personality traits affect the relationship between emotional blackmail and job satisfaction. Extroversion, conscientiousness and agreeableness personality traits can affect the relationship between emotional blackmail and turnover intentions. Therefore, this research proposes a conclusion that ubiquitous technostress is indeed associated with emotional blackmail in the workplace, which will result in a decline in job satisfaction and an increase in turnover intention. In addition, coping strategies and openness, agreeableness, extroversion and conscientiousness personality traits will moderate the consequences of emotional blackmail. This conclusion not only provides implications for future research on emotional blackmail, but also allows managers to better use of communication software in the workplace.參考文獻 中文部分1. 1111人力銀行(2018)。上班族職場適應調查。取自：https://www.1111.com.tw/News/surveyns_con.asp?ano=113883。2. 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國立政治大學
資訊管理學系
106356031資料來源 http://thesis.lib.nccu.edu.tw/record/#G0106356031 資料類型 thesis dc.contributor.advisor 洪為璽<br>楊建民 zh_TW dc.contributor.advisor Hung, Wei-Hsi<br>Yang, Jiann-Min en_US dc.contributor.author (Authors) 黃家彥 zh_TW dc.contributor.author (Authors) Huang, Chia-Yen en_US dc.creator (作者) 黃家彥 zh_TW dc.creator (作者) Huang, Chia-Yen en_US dc.date (日期) 2020 en_US dc.date.accessioned 4-Jan-2021 10:47:32 (UTC+8) - dc.date.available 4-Jan-2021 10:47:32 (UTC+8) - dc.date.issued (上傳時間) 4-Jan-2021 10:47:32 (UTC+8) - dc.identifier (Other Identifiers) G0106356031 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/133413 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 資訊管理學系 zh_TW dc.description (描述) 106356031 zh_TW dc.description.abstract (摘要) 行動科技的進步，使人們溝通的方式已經不像以往，必須面對面或是以電話做為媒介，而是轉往使用通訊軟體，基本上只要處於有網路的環境，我們可以隨時隨地地使用這樣的軟體。Line通訊軟體在臺灣具有高使用率及高依賴性，職場因此開始導入並允許使用這類的資訊科技，儘管這些新型態工具的特色能夠帶來顯著的便利，但它也可能是負面性的，包括成癮、濫用、分散注意力、浪費時間和科技壓力。Line的無所不在的特性讓訊息發送方可以隨時隨地發送訊息，這項特性將可能模糊上班與下班的界線，導致科技侵犯，甚至成為發送方對接收方情緒勒索的工具，進一步造成接收方的工作滿意度下降，無法承受壓力因而辭職。本研究將以工作職場為研究情境，探討無所不在科技壓力與情緒勒索之間的關係，以及它們會不會導致工作滿意度下降或是離職傾向增加，另外也探討人格特質以及因應策略如何影響情緒勒索所帶來的影響。本研究針對有使用通訊軟體的在職員員工進行問卷調查，共蒐集了439份有效問卷，研究結果顯示科技侵犯與科技可及性正向影響情緒勒索，情緒勒索則會負向影響工作滿意度、正向影響離職傾向，本研究也發現調節影響，因應策略會調節情緒勒索與工作滿意度、離職傾向之間的關係；而開放性與盡責性人格特質會調節情緒勒索與工作滿意度之間的關係；外向性、盡責性和親和性人格特質則會調節情緒勒索與離職傾向之間的關係。本研究結論指出，無所不在科技壓力在職場的情境中確實與情緒勒索有關聯，更會因此產生出工作滿意度下降及離職傾向提高的後果，另外因應策略與開放性、親和性、外向性與盡責性人格特質會調節情緒勒索帶來的後果，此結論不只可供未來研究者在情緒勒索相關研究發展之參考，也可讓管理者在職場上做管理的決策依據。 zh_TW dc.description.abstract (摘要) Nowadays, we use the communication software instead of being face to face or using the telephone. Basically, as long as we are in a networked environment, we can use it anytime, anywhere. Due to the high usage rate and high dependence of Line in Taiwan, the workplace began to adopt and allow the use of such kind of information technology. Although the features of this kind of new information technology can bring significant convenience to us, they also have shortcomings, including addiction, abuse, distraction, wasting our time, and technostress. Line`s ubiquitous feature allows senders to send messages anytime, anywhere. This feature may blur the line between on duty and off work, leading to techno-invasion and becoming a tool of emotional blackmail for the sender. These characteristics may reduce the receiver`s job satisfaction and let receiver want to quit his job. This research is based on the workplace as a research context to explore the relationship between ubiquitous technostress and emotional blackmail, and whether emotional blackmail will lead to a decline in job satisfaction or an increase in turnover intention. It also explores how personality traits and coping strategies affect the relationship of emotional blackmail and job satisfaction or turnover intention.In this study, a total of 439 valid questionnaires were collected from working staff who have used communication software. The results show that techno-invasion and access to technology positively affected emotional blackmail, and emotional blackmail would negatively affect job satisfaction and positive influence on turnover intention. About moderating affects, this study finds that the coping strategies affects the relationship between emotional blackmail and job satisfaction or turnover intention. Openness and conscientiousness personality traits affect the relationship between emotional blackmail and job satisfaction. Extroversion, conscientiousness and agreeableness personality traits can affect the relationship between emotional blackmail and turnover intentions. Therefore, this research proposes a conclusion that ubiquitous technostress is indeed associated with emotional blackmail in the workplace, which will result in a decline in job satisfaction and an increase in turnover intention. In addition, coping strategies and openness, agreeableness, extroversion and conscientiousness personality traits will moderate the consequences of emotional blackmail. This conclusion not only provides implications for future research on emotional blackmail, but also allows managers to better use of communication software in the workplace. en_US dc.description.tableofcontents 第一章 緒論 1第一節 研究背景及動機 1第二節 研究目的與問題 6第三節 研究流程 7第二章 文獻探討 8第一節 行動科技 8第二節 無所不在科技壓力 11第三節 情緒勒索 15第四節 工作滿意度 18第五節 離職傾向 20第六節 因應策略 21第七節 人格特質 22第三章 研究方法 25第一節 研究架構 25第二節 研究假說建立 28第三節 研究變數定義與衡量34第四節 研究設計 39第四章 資料分析與討論 41第一節 問卷發放與回收 41第二節 基本敘述統計分析 41第三節 信效度分析 44第四節 結構方程模式 59第五節 研究發現 65第五章 結論與建議 72第一節 研究結論 72第二節 研究貢獻與建議 74第三節 研究限制 75第四節 未來研究 76參考文獻 78附錄 96 zh_TW dc.format.extent 4412816 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0106356031 en_US dc.subject (關鍵詞) 情緒勒索 zh_TW dc.subject (關鍵詞) 無所不在科技壓力 zh_TW dc.subject (關鍵詞) 工作滿意度 zh_TW dc.subject (關鍵詞) 離職傾向 zh_TW dc.subject (關鍵詞) 人格特質 zh_TW dc.subject (關鍵詞) 因應策略 zh_TW dc.subject (關鍵詞) Emotional blackmail en_US dc.subject (關鍵詞) Ubiquitous technostress en_US dc.subject (關鍵詞) Job satisfaction en_US dc.subject (關鍵詞) Turnover intention en_US dc.subject (關鍵詞) Personality traits en_US dc.subject (關鍵詞) Coping strategy en_US dc.title (題名) 情緒勒索及無所不在科技壓力之關聯後果探究 zh_TW dc.title (題名) An Exploration Study of Relationships and Consequences of Emotional Blackmail and Ubiquitous Techno-Stress en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 中文部分1. 1111人力銀行(2018)。上班族職場適應調查。取自：https://www.1111.com.tw/News/surveyns_con.asp?ano=113883。2. 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