| dc.contributor | 心理系 | |
| dc.creator (作者) | 郭建志 | |
| dc.date (日期) | 2019-01 | |
| dc.date.accessioned | 2025-05-13 | - |
| dc.date.available | 2025-05-13 | - |
| dc.date.issued (上傳時間) | 2025-05-13 | - |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/156956 | - |
| dc.description.abstract (摘要) | 過往對職場排擠發生機制的探討，大皆集中在被排擠者的個人行為與特質面向上，以受害者促 發觀點來說明職場排擠的產生原因。本研究則立基相對剥奪理論與自我一致性理論，提出绩效導向的 職場排擠觀點，主張在工作職場中，低绩效表現者可能因對組織或圑體的貢獻、價值或相對效用較低， 而遭受組織同事的排擠；低绩效表現也會降低工作者的組織導向自尊，導致影響其後續職涯中的個人 绩效表現。再者，本研究也提出負向回饋尋求行為與主管同理關注兩個調節變項，用來說明其在個人 绩效表現與職場排擠、組織導向自尊間的關係。本研究主要立場是從組織人力資本的觀點出發，站在 如何協助職場中的低绩效表現者來有效因應組織中的人際傷害及自我威脅，用以提升其後續職涯的绩效表現。 | |
| dc.description.abstract (摘要) | Previous research on the mechanism of workplace ostracism was focused on employees’ personal qualities and characteristics using victim precipitation perspective to explain why workplace ostracism occurs. However, it lacked the investigation into personal performance in the workplace ostracism. Looking into personal performance can further explore the influence of workplace ostracism on personal performance and its boundary conditions. In accordance with this notion, the current study, therefore, employs relative deprivation and self-consistency theory to fill this knowledge gap. This study proposes a performance-based workplace ostracism perspective which suggested that low-performance employees could be excluded by colleague because of their low contribution, value, and relative utilities within the workplace. Moreover, low-performance employees would reduce organizational-based self-esteem and further affect their personal performance. In addition, the present study examines negative feedback-seeking behavior and supervisor empathetic concern as moderators to discover the relationships between personal performance, workplace ostracism, and organizational-based self-esteem. Meanwhile, this research discusses workplace ostracism from the perspective of human capital to understand how to support low-performance employees in managing interpersonal mistreatment and self-threat in order to enhance their performance in the future. | |
| dc.format.extent | 116 bytes | - |
| dc.format.mimetype | text/html | - |
| dc.relation (關聯) | 科技部, MOST106-2410-H004-068-SSS, 106.08-107.07 | |
| dc.subject (關鍵詞) | 低績效表現者; 職場排擠; 組織導向自尊; 負向回饋尋求行為; 主管同理關注 | |
| dc.subject (關鍵詞) | low-performance employee; negative feedback-seeking behavior; organizational-based self-esteem; workplace ostracism; empathetic concern | |
| dc.title (題名) | 誰會被排擠？組織中低績效表現者之研究 | |
| dc.title (題名) | Who Is Ostracized? a Study of Low-Performance Employees Within Organizations | |
| dc.type (資料類型) | report | |
