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題名 主管言語攻擊與部屬結果： 自我落差的中介角色與正念的調節效果
Supervisors’ Verbal Aggressiveness and Subordinates’ Outcomes: the Mediating Role of Self-Discrepancy and the Moderating Role of Mindfulness作者 王婉庭
Wang, Wan-Ting貢獻者 郭建志
王婉庭
Wang, Wan-Ting關鍵詞 主管言語攻擊
自我落差
正念
部屬結果
Supervisor verbal aggressiveness
Self-discrepancy
Mindfulness
Subordinate outcomes日期 2024 上傳時間 5-Aug-2024 14:49:29 (UTC+8) 摘要 本研究以自我落差理論（self-discrepancy theory）為基礎，探究部屬面對主管言語攻擊行為的影響歷程及效果，特別是從正、負向度探討對部屬的工作情感與工作行為之影響。此外，本研究也探討正念在這個影響歷程的調節角色，用來說明其對主管言語攻擊行為的緩衝效果。研究方法：本研究以「與同一位主管共事滿6個月以上的成年受僱者」為研究對象，採間隔兩個星期的二階段資料搜集方式，進行網路問卷的資料蒐集，共回收360份有效問卷。本研究測量內容包含主管言語攻擊、正念、自我落差、正向工作情感、負向工作情感、組織公民行為及職場退縮行為。 研究結果顯示，（1）主管言語攻擊與部屬的自我落差之間有正向關聯。（2）部屬的自我落差分別與其正向工作情感和組織公民行為具負向關聯、與其負向工作情感和職場退縮行為具正向關聯。（3）部屬的自我落差對主管言語攻擊與各項部屬結果（正向工作情感、負向工作情感、組織公民行為、職場退縮行為）間的關係皆具有中介效果。（4）正念會正向調節部屬的自我落差在主管言語攻擊與部屬結果（正向工作情感、負向工作情感、組織公民行為、職場退縮行為）之間的中介效果。（5）不論在高或低程度的主管言語攻擊，高正念程度部屬的自我落差皆低於低正念程度部屬。最後，根據本研究結果進行討論，並提出研究限制、未來研究方向、理論與實務貢獻。
This study is based on the self-discrepancy theory and explores the impact process and effects of subordinates facing supervisors’ verbal aggressiveness, particularly examining the influence on subordinates' workplace affect and behaviors from both positive and negative dimensions. Additionally, the study investigates the moderating role of mindfulness in this impact process to elucidate its buffering effect on supervisors’ verbal aggressiveness. The study focuses on employed adults who have worked with the same supervisor for more than 6 months and employs a two-wave data collection method spaced two weeks apart through online surveys, resulting in 360 valid responses. The measured variables include supervisors’ verbal aggressiveness, mindfulness, self-discrepancy, positive workplace affect, negative workplace affect, organizational citizenship behavior, and workplace withdrawal behavior. The research results indicate that (1) there is a positive correlation between supervisors’ verbal aggressiveness and subordinates' self-discrepancy. (2) Subordinates' self-discrepancy is negatively correlated with their positive work affect and organizational citizenship behavior, and positively correlated with their negative work affect and job withdrawal behavior. (3) Subordinates' self-discrepancy mediates the relationship between supervisors’ verbal aggressiveness and various subordinate outcomes (positive work affect, negative work affect, organizational citizenship behavior, job withdrawal behavior). (4) Mindfulness positively moderates the mediating effect of subordinates' self-discrepancy on the relationship between supervisors’ verbal aggressiveness and subordinate outcomes (positive work affect, negative work affect, organizational citizenship behavior, job withdrawal behavior). (5) Regardless of the level of supervisors’ verbal aggressiveness, subordinates with high mindfulness have lower self-discrepancy than those with low mindfulness. 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國立政治大學
心理學系
109752017資料來源 http://thesis.lib.nccu.edu.tw/record/#G0109752017 資料類型 thesis dc.contributor.advisor 郭建志 zh_TW dc.contributor.author (Authors) 王婉庭 zh_TW dc.contributor.author (Authors) Wang, Wan-Ting en_US dc.creator (作者) 王婉庭 zh_TW dc.creator (作者) Wang, Wan-Ting en_US dc.date (日期) 2024 en_US dc.date.accessioned 5-Aug-2024 14:49:29 (UTC+8) - dc.date.available 5-Aug-2024 14:49:29 (UTC+8) - dc.date.issued (上傳時間) 5-Aug-2024 14:49:29 (UTC+8) - dc.identifier (Other Identifiers) G0109752017 en_US dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/152919 - 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) 109752017 zh_TW dc.description.abstract (摘要) 本研究以自我落差理論（self-discrepancy theory）為基礎，探究部屬面對主管言語攻擊行為的影響歷程及效果，特別是從正、負向度探討對部屬的工作情感與工作行為之影響。此外，本研究也探討正念在這個影響歷程的調節角色，用來說明其對主管言語攻擊行為的緩衝效果。研究方法：本研究以「與同一位主管共事滿6個月以上的成年受僱者」為研究對象，採間隔兩個星期的二階段資料搜集方式，進行網路問卷的資料蒐集，共回收360份有效問卷。本研究測量內容包含主管言語攻擊、正念、自我落差、正向工作情感、負向工作情感、組織公民行為及職場退縮行為。 研究結果顯示，（1）主管言語攻擊與部屬的自我落差之間有正向關聯。（2）部屬的自我落差分別與其正向工作情感和組織公民行為具負向關聯、與其負向工作情感和職場退縮行為具正向關聯。（3）部屬的自我落差對主管言語攻擊與各項部屬結果（正向工作情感、負向工作情感、組織公民行為、職場退縮行為）間的關係皆具有中介效果。（4）正念會正向調節部屬的自我落差在主管言語攻擊與部屬結果（正向工作情感、負向工作情感、組織公民行為、職場退縮行為）之間的中介效果。（5）不論在高或低程度的主管言語攻擊，高正念程度部屬的自我落差皆低於低正念程度部屬。最後，根據本研究結果進行討論，並提出研究限制、未來研究方向、理論與實務貢獻。 zh_TW dc.description.abstract (摘要) This study is based on the self-discrepancy theory and explores the impact process and effects of subordinates facing supervisors’ verbal aggressiveness, particularly examining the influence on subordinates' workplace affect and behaviors from both positive and negative dimensions. Additionally, the study investigates the moderating role of mindfulness in this impact process to elucidate its buffering effect on supervisors’ verbal aggressiveness. The study focuses on employed adults who have worked with the same supervisor for more than 6 months and employs a two-wave data collection method spaced two weeks apart through online surveys, resulting in 360 valid responses. The measured variables include supervisors’ verbal aggressiveness, mindfulness, self-discrepancy, positive workplace affect, negative workplace affect, organizational citizenship behavior, and workplace withdrawal behavior. The research results indicate that (1) there is a positive correlation between supervisors’ verbal aggressiveness and subordinates' self-discrepancy. (2) Subordinates' self-discrepancy is negatively correlated with their positive work affect and organizational citizenship behavior, and positively correlated with their negative work affect and job withdrawal behavior. (3) Subordinates' self-discrepancy mediates the relationship between supervisors’ verbal aggressiveness and various subordinate outcomes (positive work affect, negative work affect, organizational citizenship behavior, job withdrawal behavior). (4) Mindfulness positively moderates the mediating effect of subordinates' self-discrepancy on the relationship between supervisors’ verbal aggressiveness and subordinate outcomes (positive work affect, negative work affect, organizational citizenship behavior, job withdrawal behavior). (5) Regardless of the level of supervisors’ verbal aggressiveness, subordinates with high mindfulness have lower self-discrepancy than those with low mindfulness. Finally, based on the research results, discussions are conducted, and research limitations, future research directions, and theoretical and practical contributions are proposed. en_US dc.description.tableofcontents 第一章 緒論 1 第一節 研究動機 1 第二節 研究目的 7 第二章 文獻探討 8 第一節 主管言語攻擊 8 第二節 主管言語攻擊與自我落差 16 第三節 自我落差與部屬結果 23 第四節 自我落差的中介角色 28 第五節 正念的調節角色 30 第六節 本研究的研究架構 37 第三章 研究方法 38 第一節 研究樣本 38 第二節 研究工具 41 第三節 資料分析 63 第四章 研究結果 64 第一節 相關分析結果 64 第二節 測量模式之比較 67 第三節 假設檢定 70 第五章 討論與建議 78 第一節 研究結果討論 78 第二節 實務貢獻 86 第三節 研究限制與未來方向 89 參考文獻 91 附錄 111 附錄一、特質表（隨機擷取自Anderson, 1968） 111 附錄二、第一階段問卷 112 附錄三、第二階段問卷 117 zh_TW dc.format.extent 4504037 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0109752017 en_US dc.subject (關鍵詞) 主管言語攻擊 zh_TW dc.subject (關鍵詞) 自我落差 zh_TW dc.subject (關鍵詞) 正念 zh_TW dc.subject (關鍵詞) 部屬結果 zh_TW dc.subject (關鍵詞) Supervisor verbal aggressiveness en_US dc.subject (關鍵詞) Self-discrepancy en_US dc.subject (關鍵詞) Mindfulness en_US dc.subject (關鍵詞) Subordinate outcomes en_US dc.title (題名) 主管言語攻擊與部屬結果： 自我落差的中介角色與正念的調節效果 zh_TW dc.title (題名) Supervisors’ Verbal Aggressiveness and Subordinates’ Outcomes: the Mediating Role of Self-Discrepancy and the Moderating Role of Mindfulness en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 邊立中、鄭雅文、陳怡欣、陳秋蓉（2014）。職場暴力盛行率與受雇者健康狀況之相關。台灣公共衛生雜誌，33(1)，36-50。https://doi.org/10.6288/TJPH201433102088 周婉茹（2016）。教誨而非謾罵：華人組織言教領導的概念建構與效度分析。博士論文。https://doi.org/10.6342/NTU201600366 張彥偉、曾芳代（2008）。職場權威關係下之言語攻擊行為研究 。碩士論文。http://hdl.handle.net/11536/43056 張仁和、林以正、黃金蘭（2011）。中文版「止觀覺察注意量表」之信效度分析。測騎學刊專刊：正向心理特質的測量， 235-260。https://doi.org/10.7108/PT.201104.0090 陸洛（1998）。中國人幸福感之內涵、測量及相關因素探討。國家科學委員會研究彙刊：人文及社會科學，8卷1期， 115-137。https://tpl.ncl.edu.tw/NclService/JournalContentDetail?SysId=A98005774 曾慧芸（2002）。負向言語對國小學生自我效能, 自我喜愛及關係品質之影響 。碩士論文。https://hdl.handle.net/11296/c72y35 楊國樞、雷庚玲（1997）。雙親對子女的言語傷害 : 1.父母說負向言語之分類架構及本土盛行率。行政院國家科學委員會專題研究計畫成果報告。http://scholars.lib.ntu.edu.tw/handle/123456789/330701 洪瑞斌（2022）。臺灣職場心理健康發展歷史之回顧與展望：以政府相關政策為主軸。輔導與諮商學報，44(1)，43-67。https://doi.org/10.53106/181815462022054401002 鄭伯壎（2005）。華人領導：理論與實際。成陽出版社。 Allen, J. 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