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題名 職場情緒勒索後果之探討
Consequences of workplace emotional blackmail作者 陳燕諭
Chen, Yen-Yu貢獻者 胡昌亞
Hu, Changya
陳燕諭
Chen, Yen-Yu關鍵詞 職場情緒勒索
量表發展
信效度檢驗
權力
workplace emotional blackmail
scale development
reliability and validity
power日期 2022 上傳時間 1-Jul-2022 15:57:32 (UTC+8) 摘要 職場情緒勒索（workplace emotional blackmail） 能對員工的態度與行為產生負向的影響，近年來受到學界與業界的重視。然而，職場情緒勒索此構念仍無共識，也缺乏一個具有良好心理計量特質之測量工具，使得該構念面臨建構效度的挑戰。有鑑於此，本研究欲釐清職場情緒勒索之定義與內涵，並發展測量工具，以提供其構念效度之證據。本研究依循Hinkin（1998）的量表發展歷程，以三個研究進行量表發展。研究一至研究三確立職場情緒勒索為情緒導向之影響戰術，且包含「威脅導向」及「懇求導向」兩個向度。研究四則發現職場情緒勒索對主管忠誠及主管認同有顯著關係，且具有遞增效度。研究五採用經驗抽樣法（experience sampling method, ESM）進行研究，根據多層次分析結果，主管參照權會調節懇求導向情緒勒索透過恐懼感受進而影響順從行為的間接關係。最後，本研究對未來職場情緒勒索研究的發展進行討論。
In recent years, workplace emotional blackmail, which may be harmful to employee attitudes and behaviors, has received considerable attention from academia and industry. However, the workplace emotional blackmail construct remains lack of a clear definition and a measure with good psychometric properties. To address these issues, I attempted to define workplace emotional blackmail as an emotion-based influence tactic and developed a measurement based on Hinkin’s (1998) scale development approach. Studies One to Three showed that emotional blackmail has are two distinct forms, intimidation and appealing. Study Four findings indicated that workplace emotional blackmail significantly related to employees’ loyalty to supervisor and supervisor identification and showed the scale has incremental validity. Study Five used the experience sampling method (ESM) to collect daily data. The multi-level analyses results found that supervisor referent power moderated the indirect relationship between appealing-oriented emotional blackmail and fear, which then affect employee compliance. 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國立政治大學
企業管理學系
107355507資料來源 http://thesis.lib.nccu.edu.tw/record/#G0107355507 資料類型 thesis dc.contributor.advisor 胡昌亞 zh_TW dc.contributor.advisor Hu, Changya en_US dc.contributor.author (Authors) 陳燕諭 zh_TW dc.contributor.author (Authors) Chen, Yen-Yu en_US dc.creator (作者) 陳燕諭 zh_TW dc.creator (作者) Chen, Yen-Yu en_US dc.date (日期) 2022 en_US dc.date.accessioned 1-Jul-2022 15:57:32 (UTC+8) - dc.date.available 1-Jul-2022 15:57:32 (UTC+8) - dc.date.issued (上傳時間) 1-Jul-2022 15:57:32 (UTC+8) - dc.identifier (Other Identifiers) G0107355507 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/140542 - dc.description (描述) 博士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理學系 zh_TW dc.description (描述) 107355507 zh_TW dc.description.abstract (摘要) 職場情緒勒索（workplace emotional blackmail） 能對員工的態度與行為產生負向的影響，近年來受到學界與業界的重視。然而，職場情緒勒索此構念仍無共識，也缺乏一個具有良好心理計量特質之測量工具，使得該構念面臨建構效度的挑戰。有鑑於此，本研究欲釐清職場情緒勒索之定義與內涵，並發展測量工具，以提供其構念效度之證據。本研究依循Hinkin（1998）的量表發展歷程，以三個研究進行量表發展。研究一至研究三確立職場情緒勒索為情緒導向之影響戰術，且包含「威脅導向」及「懇求導向」兩個向度。研究四則發現職場情緒勒索對主管忠誠及主管認同有顯著關係，且具有遞增效度。研究五採用經驗抽樣法（experience sampling method, ESM）進行研究，根據多層次分析結果，主管參照權會調節懇求導向情緒勒索透過恐懼感受進而影響順從行為的間接關係。最後，本研究對未來職場情緒勒索研究的發展進行討論。 zh_TW dc.description.abstract (摘要) In recent years, workplace emotional blackmail, which may be harmful to employee attitudes and behaviors, has received considerable attention from academia and industry. However, the workplace emotional blackmail construct remains lack of a clear definition and a measure with good psychometric properties. To address these issues, I attempted to define workplace emotional blackmail as an emotion-based influence tactic and developed a measurement based on Hinkin’s (1998) scale development approach. Studies One to Three showed that emotional blackmail has are two distinct forms, intimidation and appealing. Study Four findings indicated that workplace emotional blackmail significantly related to employees’ loyalty to supervisor and supervisor identification and showed the scale has incremental validity. Study Five used the experience sampling method (ESM) to collect daily data. The multi-level analyses results found that supervisor referent power moderated the indirect relationship between appealing-oriented emotional blackmail and fear, which then affect employee compliance. Finally, I discussed the future research direction of workplace emotional blackmail. en_US dc.description.tableofcontents 摘要 iAbstract ii目錄 iii表目錄 v圖目錄 vi第一章 緒論 1第二章 文獻回顧 5第一節 情緒勒索的定義 5第二節 職場情緒勒索的定義與衡量工具 7第三節 職場情緒勒索行為的影響機制 17第四節 主管權力之調節效果 22第三章 研究一方法與結果 29第一節 量表發展 29第二節 量表信效度檢驗 30第四章 研究二方法與結果 33第一節 研究對象 33第二節 研究變項的衡量 33第三節 驗證性因素分析 34第四節 相關分析 34第五節 路徑分析 37第五章 研究三方法與結果 39第一節 研究對象 39第二節 研究變項的衡量 39第三節 驗證性因素分析 39第四節 區辨效度與相關分析 40第六章 研究四方法與結果 42第一節 研究對象 42第二節 研究變項的衡量 42第三節 相關分析 43第四節 迴歸分析 45第七章 研究五方法與結果 47第一節 研究對象與施測程序 47第二節 研究變項衡量 48第三節 統計分析方法 48第四節 研究結果 49第八章 結論與討論 61第一節 研究結論 61第二節 研究貢獻 65第三節 管理實務意涵 66第四節 研究限制與未來研究方向 67第五節 結語 68參考文獻 69附錄一、研究問卷題目 84附錄二、研究五LMX補充分析 86 zh_TW dc.format.extent 3054534 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0107355507 en_US dc.subject (關鍵詞) 職場情緒勒索 zh_TW dc.subject (關鍵詞) 量表發展 zh_TW dc.subject (關鍵詞) 信效度檢驗 zh_TW dc.subject (關鍵詞) 權力 zh_TW dc.subject (關鍵詞) workplace emotional blackmail en_US dc.subject (關鍵詞) scale development en_US dc.subject (關鍵詞) reliability and validity en_US dc.subject (關鍵詞) power en_US dc.title (題名) 職場情緒勒索後果之探討 zh_TW dc.title (題名) Consequences of workplace emotional blackmail en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 何其靜(2019)。組織中的情緒勒索歷程之研究:勒索行為、互動關係與情緒反應間的總覽(未出版之碩士論文)。中原大學，桃園市。杜玉蓉(譯)(2017)。情緒勒索(原作者：Forward, S., & Frazier, D.)。台北：究竟(原著出版年：1997)。李介至、林益永(2013)。「主動拖延量表」之因素組成及檢測。測驗學刊，60，117-149。周玉涵(2013)。公務人員情緒勒索知覺與離職傾向關聯之探索：工作壓力之干擾效果(未出版之碩士論文)。國立臺北大學，新北市。姜定宇、鄭伯壎、任金剛、謝宜君(2005)。主管忠誠：華人本土構念的美國驗證。中華心理學刊，47，139-156。https://doi.org/10.6129/CJP.2005.4702.04胡昌亞、鄭瑩妮（2014）。不當督導研究回顧與前瞻。中華心理學刊，56，191-214。https://doi.org/10.6129/CJP.20140529孫臻臻(2020)。組織中主管對部屬情緒勒索之研究－部屬知覺量表編制(未出版之碩士論文)。中原大學，桃園市。莊心宜(2015)。消費者情緒勒索知覺與購買意願關聯之研究－ 以自尊為干擾變數探討(未出版之碩士論文)。國立臺北大學，新北市。許喻淇(2013)。情緒智力、職場情緒勒索知覺與因應之關係探討(未出版之碩士論文)。國立中正大學，嘉義縣。陳怡伶(2004)。職場情緒勒索認知與員工效能關聯性之研究(未出版之碩士論文)。實踐大學，臺北市。陳怡伶、劉仲矩、方國榮(2005)。職場情緒勒索來源內容分析之研究。東吳經濟商學學報，51，157-180。陳思婷(2020)。仁慈領導下的情緒勒索現象－ 以軍隊為例(未出版之碩士論文)。國防大學，臺北市。陳映羽、謝炳盛(2018)。情緒勒索對組織政治行為之影響：情緒承載力為干擾因子。北商學報，34，59-78。陳映羽、王嘉伶(2017)。職場之情緒勒索對第一線員工服務破壞行為之影響。北商學報，32，46-71。陳彥君、沈其泰(2015)。檢驗主管認同與權力距離傾向對於真誠領導與服務品質之關係的效果。人力資源管理學報，15，1-25。http://dx.doi.org/10.6147/JHRM.2015.1501.01彭彥群(2020)。從情緒勒索與關係霸凌探討對網絡關係正面效益的影響–以保險業為例。行政院科技部專題研究成果報告(編號：MOST 108-2410-H-147-001-SSS)。楊士杰(2014)。主管不當督導與情緒勞動之關係研究：以情緒勒索知覺為中介因素(未出版之碩士論文)。國立中正大學，嘉義縣。楊國樞(1993)。中國人的社會取向：社會互動的觀點。見楊國樞、余安邦(主編)：中國人的心理與行為──理念及方法篇（一九九二）。台北：桂冠圖書公司。劉仲矩(2006)。業務員知覺顧客情緒勒索內涵之研究。中華管理評論國際學報，9，1-15。劉仲矩(2012)。顧客知覺員工服務破壞行為之研究：情緒勒索觀點。美容科技學刊，9，6-23。劉仲矩、周玉涵(2016)。公部門人員情緒勒索認知、工作壓力與離職傾向關聯之研究。人力資源管理學報，16，43-68。http://dx.doi.org/10.6147/JHRM.2016.1601.03劉仲矩、莊心宜(2016)。消費者情緒勒索知覺與購買意願關聯之研究－以自尊為干擾變數探討。行銷評論，13，186-215。劉曉梅(2019)。解構職場中的情緒勒索：戰術釐清、不同來源量表發展及影響機制之檢視(未出版之碩士論文)。國立中山大學，高雄市。鄭瑩妮、胡昌亞、王中豫、簡世文(2018)。強制處罰權之效果：恨鐵不成鋼規範與主管部屬交換關係的調節效果。本土心理學研究，49，277-327。http://dx.doi.org/10.6254%2f2018.49.277盧佩妤(2019)。主管的情緒勒索？一項主管對部屬情感影響戰術的概念發展(未出版之碩士論文)。國立中正大學，嘉義縣。Al-Omaria, A. 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