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題名 在台灣欺凌行為對於工作場所信任之影響
The Effect of Bullying Behavior on the Degree of Trust in the Workplace in Taiwan作者 莫雅莉
Yael Yulia Moskovich貢獻者 林月雲
Carol Lin
莫雅莉
Yael Yulia Moskovich關鍵詞 欺凌行為
工作場所
Bullying Behavior
Workplace日期 2013 上傳時間 21-Jul-2014 15:40:31 (UTC+8) 摘要 在台灣欺凌行為對於工作場所信任之影響
Purpose: This study examines the association between the prevalence of bullying behavior and the degree of trust in the Taiwanese workplace as it is perceived by employees and managers across a variety of organizations and sectors. Background: Bullying behavior occurs when someone at work is systematically subjected to aggressive behavior from one or more colleagues or superiors over a long period of time, in a situation where the target finds it difficult to defend him or herself or to escape the situation. Previous research on the bullying behavior phenomenon focused on the causes of bullying, the psychosocial factors at work, the organizational costs, the personality of the victim and the health outcomes. Methodology: 180 online questionnaire survey responses were collected among Taiwanese employees and managers in various organizations from the private, public and NGO sectors. The responses were divided into two sample groups; 146 employees and 34 managers. Results summary: The first hypothesis predicted that there is a negative correlation between bullying behavior and trust in the workplace. This hypothesis was confirmed among employees and refuted among managers since their correlation was positive. The second hypothesis was that the immediate supervisor is the most significant factor of bullying behavior in the workplace. This hypothesis was confirmed with 38.9% of the managers and employees reported that they were subjected to a behavior that can be defined as bullying behavior. In addition, the immediate manager is the main source of this behavior, and then coworker and senior manager. The Third hypothesis was that women are more prone to being bullied than men and their degree of trust in the workplace is lower than men. Among employees there was no significant difference between men and women with bullying behavior, however women’s degree of trust in the workplace was lower than men’s. .As for the managers there was not a significant difference between men and women in regard to either bullying behavior or trust. Conclusions: The study results were significant and revealed a link between bullying behavior and trust in the Taiwanese workplace. However, organizations can take measurements to prevent and eliminate bullying behavior, and also raise the level of trust of the employees in the organization and prevent unwanted organizational costs. Key words: Bullying, Harassment, Work environment, Trust, Taiwan.
1. Introduction 1 2. Literature Review 5 2.1. Organizational Trust 6 2.2. The Effects of Workplace Bullying 7 2.3. Leadership and Bullying 8 2.4. Manager – Employee Trust 9 2.5. Manager- Employee Relationships and Bullying 9 2.6. Bullying and Gender 11 3. Methodology 13 3.1. Research Procedure and Data Collection 13 3.2. Sample Population 13 3.3. Research Tools 17 3.3.1. The Dependent Variable: Trust in the Workplace 17 3.3.2. Independent Variable: Bullying Behavior 17 3.3.3. Demographic and Employment Variables 18 4. Findings 19 4.1. First Hypothesis Testing 19 4.1.1. First Hypothesis Testing- The Employees Sample 19 4.1.2. First Hypothesis Testing- The Managers Sample 21 4.2. Second Hypothesis Testing 24 4.3. Third Hypothesis Testing 26 4.3.1. Third Hypothesis Testing- The Employees Sample 26 4.3.2. Third Hypothesis Testing- The Managers Sample 33 4.4. Additional Findings 38 4.4.1. Additional Findings- The Employees Sample 38 4.4.2. Additional Findings - The Managers Sample 39 5. Discussion 41 6. Research Limitations 48 7. Recommendations for Future Research 49 8. Recommendations for Managers and Organizations 50 9. Conclusion 53 References 55 Appendix 60參考文獻 Acosta, H., Salanova, M., & Llorens, S. (2011). How organizational strategies predict team work engagement: The role of organizational trust. Ciencia & Trabajo, 41, 125-332. Bae, J., Chen, S. J. & Rowley, C. (2011). From a paternalistic model towards what? HRM trends in Korea and Taiwan, Personnel Review, 40(6), 700-722. Boye, M.W. & Jones, J.W. (1997). Organizational culture and employee counter productivity. Antisocial Behavior in Organizations (172-184). Thousand Oaks, CA: Sage Publications. Brockner, J., & Siegel, P. (1996). Understanding the interaction between procedural and distributive justice: The role of trust. Trust in organizations: Frontiers of theory and research (390-411). Thousand Oaks, CA: Sage Publications. Brodsky, C. M. (1976). The Harassed Worker, Lexington Books. Caponecchia, C., & Wyatt, A. (2011). Preventing workplace bullying: An evidence- based guide to managers and employees, Routledge. Chao, Y.T. (1990). “Culture and work organizations: the Chinese case”, International journal of psychology, 25(5/6), 583-592. Cowie, H., Naylor, P., Rivers, I., Smith, P.K., & Pereira, B. (2002), Measuring Workplace Bullying. Aggression and Violent Behavior, 7(2), 33-51. Day, G. S. (1994). The capabilities of market-driven organizations. Journal of Marketing 58(4), 37-52. Einarsen, S., Raknes, B.I., & Matthiesen, S.B. (1994). Bullying and harassment at work and their relationship to work environment quality: An exploratory study. The European Work and Organizational Psychologist, 4(4), 381-401. Einarsen, S. (2000). Harassment and bullying at work: A review of the Scandinavian approach. Aggression and violent behavior, 5(4), 379-401. Folger, R. (1993). Reactions to mistreatment at work. Social Psychology of Organizations (161-183). Englewood Cliffs, NJ: Prentice-Hall. Hansen, Å.M., Hogh, A., Persson, R., Karlson, B., Garde, A., & Ørbæk, P. (2006). Bullying at work, health outcomes, and physiological stress response. Journal of Psychosomatic Research, 60(1), 63-72. Heames, J., & Harvey, M. (2006). Workplace bullying: a cross-level assessment. Management Decision, 44/9, 1214-1230. Hoel, H., & Cooper, C. (2000). Destructive Conflict and Bullying at Work. Manchester School of Management. University of Manchester Institute of Science and Technology, Manchester. Huff, L., & Kelley, L. (2003). Levels of organizational trust in individualist versus collectivist societies: a seven-nation study, Organization Science, 14 (1), 81-90. Jou, J.Y. & Sung, K. (1990). “Chinese value system and managerial behavior”, International journal of psychology, 25(5/6), 619-527. Kivimäki, M., Virtanen, M., Vartia, M., Elovainio, M., Vahtera, J., & Keltikangas-Järvinen, L. (2003). Workplace bullying and the risk of cardiovascular disease and depression, Occupational and Environmental Medicine, 60, 779-783. Kivimäki, M., Elovainio, M., & Vahtera, J. (2000). Workplace bullying and sickness absence in hospital staff, Occupational and Environmental Medicine, 57, 656-660. Kramer, R.M. (1999). Trust and Distrust in Organizations: Emerging Perspectives, Enduring Questions, Annual Review of Psychology, 50, 569-598. Kramer, R.M., & Tyler, T.R. (1996). Whither Trust? Trust in Organizations: Frontiers of Theory and Research, (1-15) Thousand Oaks, CA: Sage Publications. Lutgen-Sandvik, P., Dickinson, E. A., & Foss, K. A. (2012). Painting, priming, peeling, and polishing: Constructing and deconstructing the woman-bullying woman identity at work. Gender and the dysfunctional workplace. Northampton, MA: Edward Elgar Publishing. Maarit, A.L., & Vartia, M. (2001). Consequences of workplace bullying with respect to the well-being of its targets and the observers. Scandinavian Journal of Work Environment Health, 27(1), 63-69. Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An Integrative Model of Organizational Trust. The Academy of Management Review, 20(3), 709-734. Namie, G. (2003). “Workplace bullying: escalated incivility”, Ivey Business Journal, November/December, 1-6. Paice, E., Aitken, M., Houghton, A., & Firth-Cozens, J. (2004). Bullying among doctors in training: cross sectional questionnaire survey, British Medical Journal, 329:658-659. Quine, L. (2003). Workplace Bullying, Psychological Distress, and Job Satisfaction in Junior Doctors, Cambridge Quarterly of Healthcare Ethics, 12, 91–101. Quine, L. (1999). Workplace bullying in NHS community trust: staff questionnaire survey. British Medical Journal, 23,318(7178), 228–232. Salin, D. (2003). Ways of Explaining Workplace Bullying: A Review of Enabling, Motivating and Precipitating Structures and Processes in the Work Environment. Human Relations, 56(10), 1213-1232. Seligman, A.B. (1997). The problem of trust, Princeton University Press. Sheehan, M. (1999). Workplace bullying: responding with some emotional intelligence. International Journal of Manpower, 20(1/2), 57-69. Taiwan bureau of statistics, manpower survey results in March 2013. Retrieved 05 15, 2014 from: http://eng.stat.gov.tw Tzafrir, S.S. and Dolan, S.L. (2004). Trust me: a scale for measuring manager-employee trust. Management Research, 2(2), 115-32. Vartia, M. (1996). The sources of bullying – psychological work environment and organizational climate. European Journal of Work and Organizational Psychology, 5(2), 203–14. Vartia, M. (2001). Consequences of workplace bullying with respect to the well-being of its targets and the observers of bullying. Scandinavian Journal of Work Environment Health, 27(1), 63–69. Workplace Bullying Institute (WBI). 2011. Results of the 2010 WBI U.S. Workplace Bullying Survey. Retrieved 07 10, 2014 from http://www.workplacebullying.org Zapf, D. (1999). Organizational, work group related and personal causes of mobbing/bullying at work. International Journal of Manpower, 20(1/2), 70-85. Zapf, D., & Einarsen, S. (2001). Bullying in the workplace: Recent trends in research and practice-an introduction. European Journal of Work and Organizational Psychology, 10(4), 369-373. 描述 碩士
國立政治大學
國際經營管理英語碩士學位學程(IMBA)
101933034
102資料來源 http://thesis.lib.nccu.edu.tw/record/#G1019330341 資料類型 thesis dc.contributor.advisor 林月雲 zh_TW dc.contributor.advisor Carol Lin en_US dc.contributor.author (Authors) 莫雅莉 zh_TW dc.contributor.author (Authors) Yael Yulia Moskovich en_US dc.creator (作者) 莫雅莉 zh_TW dc.creator (作者) Yael Yulia Moskovich en_US dc.date (日期) 2013 en_US dc.date.accessioned 21-Jul-2014 15:40:31 (UTC+8) - dc.date.available 21-Jul-2014 15:40:31 (UTC+8) - dc.date.issued (上傳時間) 21-Jul-2014 15:40:31 (UTC+8) - dc.identifier (Other Identifiers) G1019330341 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/67616 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 國際經營管理英語碩士學位學程(IMBA) zh_TW dc.description (描述) 101933034 zh_TW dc.description (描述) 102 zh_TW dc.description.abstract (摘要) 在台灣欺凌行為對於工作場所信任之影響 zh_TW dc.description.abstract (摘要) Purpose: This study examines the association between the prevalence of bullying behavior and the degree of trust in the Taiwanese workplace as it is perceived by employees and managers across a variety of organizations and sectors. Background: Bullying behavior occurs when someone at work is systematically subjected to aggressive behavior from one or more colleagues or superiors over a long period of time, in a situation where the target finds it difficult to defend him or herself or to escape the situation. Previous research on the bullying behavior phenomenon focused on the causes of bullying, the psychosocial factors at work, the organizational costs, the personality of the victim and the health outcomes. Methodology: 180 online questionnaire survey responses were collected among Taiwanese employees and managers in various organizations from the private, public and NGO sectors. The responses were divided into two sample groups; 146 employees and 34 managers. Results summary: The first hypothesis predicted that there is a negative correlation between bullying behavior and trust in the workplace. This hypothesis was confirmed among employees and refuted among managers since their correlation was positive. The second hypothesis was that the immediate supervisor is the most significant factor of bullying behavior in the workplace. This hypothesis was confirmed with 38.9% of the managers and employees reported that they were subjected to a behavior that can be defined as bullying behavior. In addition, the immediate manager is the main source of this behavior, and then coworker and senior manager. The Third hypothesis was that women are more prone to being bullied than men and their degree of trust in the workplace is lower than men. Among employees there was no significant difference between men and women with bullying behavior, however women’s degree of trust in the workplace was lower than men’s. .As for the managers there was not a significant difference between men and women in regard to either bullying behavior or trust. Conclusions: The study results were significant and revealed a link between bullying behavior and trust in the Taiwanese workplace. However, organizations can take measurements to prevent and eliminate bullying behavior, and also raise the level of trust of the employees in the organization and prevent unwanted organizational costs. Key words: Bullying, Harassment, Work environment, Trust, Taiwan. en_US dc.description.abstract (摘要) 1. Introduction 1 2. Literature Review 5 2.1. Organizational Trust 6 2.2. The Effects of Workplace Bullying 7 2.3. Leadership and Bullying 8 2.4. Manager – Employee Trust 9 2.5. Manager- Employee Relationships and Bullying 9 2.6. Bullying and Gender 11 3. Methodology 13 3.1. Research Procedure and Data Collection 13 3.2. Sample Population 13 3.3. Research Tools 17 3.3.1. The Dependent Variable: Trust in the Workplace 17 3.3.2. Independent Variable: Bullying Behavior 17 3.3.3. Demographic and Employment Variables 18 4. Findings 19 4.1. First Hypothesis Testing 19 4.1.1. First Hypothesis Testing- The Employees Sample 19 4.1.2. First Hypothesis Testing- The Managers Sample 21 4.2. Second Hypothesis Testing 24 4.3. Third Hypothesis Testing 26 4.3.1. Third Hypothesis Testing- The Employees Sample 26 4.3.2. Third Hypothesis Testing- The Managers Sample 33 4.4. Additional Findings 38 4.4.1. Additional Findings- The Employees Sample 38 4.4.2. Additional Findings - The Managers Sample 39 5. Discussion 41 6. Research Limitations 48 7. Recommendations for Future Research 49 8. Recommendations for Managers and Organizations 50 9. Conclusion 53 References 55 Appendix 60 - dc.description.tableofcontents 1. Introduction 1 2. Literature Review 5 2.1. Organizational Trust 6 2.2. The Effects of Workplace Bullying 7 2.3. Leadership and Bullying 8 2.4. Manager – Employee Trust 9 2.5. Manager- Employee Relationships and Bullying 9 2.6. Bullying and Gender 11 3. Methodology 13 3.1. Research Procedure and Data Collection 13 3.2. Sample Population 13 3.3. Research Tools 17 3.3.1. The Dependent Variable: Trust in the Workplace 17 3.3.2. Independent Variable: Bullying Behavior 17 3.3.3. Demographic and Employment Variables 18 4. Findings 19 4.1. First Hypothesis Testing 19 4.1.1. First Hypothesis Testing- The Employees Sample 19 4.1.2. First Hypothesis Testing- The Managers Sample 21 4.2. Second Hypothesis Testing 24 4.3. Third Hypothesis Testing 26 4.3.1. Third Hypothesis Testing- The Employees Sample 26 4.3.2. Third Hypothesis Testing- The Managers Sample 33 4.4. Additional Findings 38 4.4.1. Additional Findings- The Employees Sample 38 4.4.2. Additional Findings - The Managers Sample 39 5. Discussion 41 6. Research Limitations 48 7. Recommendations for Future Research 49 8. Recommendations for Managers and Organizations 50 9. Conclusion 53 References 55 Appendix 60 zh_TW dc.language.iso en_US - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G1019330341 en_US dc.subject (關鍵詞) 欺凌行為 zh_TW dc.subject (關鍵詞) 工作場所 zh_TW dc.subject (關鍵詞) Bullying Behavior en_US dc.subject (關鍵詞) Workplace en_US dc.title (題名) 在台灣欺凌行為對於工作場所信任之影響 zh_TW dc.title (題名) The Effect of Bullying Behavior on the Degree of Trust in the Workplace in Taiwan en_US dc.type (資料類型) thesis en dc.relation.reference (參考文獻) Acosta, H., Salanova, M., & Llorens, S. (2011). How organizational strategies predict team work engagement: The role of organizational trust. Ciencia & Trabajo, 41, 125-332. Bae, J., Chen, S. J. & Rowley, C. (2011). From a paternalistic model towards what? HRM trends in Korea and Taiwan, Personnel Review, 40(6), 700-722. Boye, M.W. & Jones, J.W. (1997). Organizational culture and employee counter productivity. Antisocial Behavior in Organizations (172-184). Thousand Oaks, CA: Sage Publications. Brockner, J., & Siegel, P. (1996). Understanding the interaction between procedural and distributive justice: The role of trust. Trust in organizations: Frontiers of theory and research (390-411). Thousand Oaks, CA: Sage Publications. Brodsky, C. M. (1976). The Harassed Worker, Lexington Books. Caponecchia, C., & Wyatt, A. (2011). Preventing workplace bullying: An evidence- based guide to managers and employees, Routledge. Chao, Y.T. (1990). “Culture and work organizations: the Chinese case”, International journal of psychology, 25(5/6), 583-592. Cowie, H., Naylor, P., Rivers, I., Smith, P.K., & Pereira, B. (2002), Measuring Workplace Bullying. Aggression and Violent Behavior, 7(2), 33-51. Day, G. S. (1994). The capabilities of market-driven organizations. Journal of Marketing 58(4), 37-52. Einarsen, S., Raknes, B.I., & Matthiesen, S.B. (1994). Bullying and harassment at work and their relationship to work environment quality: An exploratory study. The European Work and Organizational Psychologist, 4(4), 381-401. Einarsen, S. (2000). Harassment and bullying at work: A review of the Scandinavian approach. Aggression and violent behavior, 5(4), 379-401. Folger, R. (1993). Reactions to mistreatment at work. Social Psychology of Organizations (161-183). Englewood Cliffs, NJ: Prentice-Hall. Hansen, Å.M., Hogh, A., Persson, R., Karlson, B., Garde, A., & Ørbæk, P. (2006). Bullying at work, health outcomes, and physiological stress response. Journal of Psychosomatic Research, 60(1), 63-72. Heames, J., & Harvey, M. (2006). Workplace bullying: a cross-level assessment. Management Decision, 44/9, 1214-1230. Hoel, H., & Cooper, C. (2000). Destructive Conflict and Bullying at Work. Manchester School of Management. University of Manchester Institute of Science and Technology, Manchester. Huff, L., & Kelley, L. (2003). Levels of organizational trust in individualist versus collectivist societies: a seven-nation study, Organization Science, 14 (1), 81-90. Jou, J.Y. & Sung, K. (1990). “Chinese value system and managerial behavior”, International journal of psychology, 25(5/6), 619-527. Kivimäki, M., Virtanen, M., Vartia, M., Elovainio, M., Vahtera, J., & Keltikangas-Järvinen, L. (2003). Workplace bullying and the risk of cardiovascular disease and depression, Occupational and Environmental Medicine, 60, 779-783. Kivimäki, M., Elovainio, M., & Vahtera, J. (2000). Workplace bullying and sickness absence in hospital staff, Occupational and Environmental Medicine, 57, 656-660. Kramer, R.M. (1999). Trust and Distrust in Organizations: Emerging Perspectives, Enduring Questions, Annual Review of Psychology, 50, 569-598. Kramer, R.M., & Tyler, T.R. (1996). Whither Trust? Trust in Organizations: Frontiers of Theory and Research, (1-15) Thousand Oaks, CA: Sage Publications. Lutgen-Sandvik, P., Dickinson, E. A., & Foss, K. A. (2012). Painting, priming, peeling, and polishing: Constructing and deconstructing the woman-bullying woman identity at work. Gender and the dysfunctional workplace. Northampton, MA: Edward Elgar Publishing. Maarit, A.L., & Vartia, M. (2001). Consequences of workplace bullying with respect to the well-being of its targets and the observers. Scandinavian Journal of Work Environment Health, 27(1), 63-69. Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An Integrative Model of Organizational Trust. The Academy of Management Review, 20(3), 709-734. Namie, G. (2003). “Workplace bullying: escalated incivility”, Ivey Business Journal, November/December, 1-6. Paice, E., Aitken, M., Houghton, A., & Firth-Cozens, J. (2004). Bullying among doctors in training: cross sectional questionnaire survey, British Medical Journal, 329:658-659. Quine, L. (2003). Workplace Bullying, Psychological Distress, and Job Satisfaction in Junior Doctors, Cambridge Quarterly of Healthcare Ethics, 12, 91–101. Quine, L. (1999). Workplace bullying in NHS community trust: staff questionnaire survey. British Medical Journal, 23,318(7178), 228–232. Salin, D. (2003). Ways of Explaining Workplace Bullying: A Review of Enabling, Motivating and Precipitating Structures and Processes in the Work Environment. Human Relations, 56(10), 1213-1232. Seligman, A.B. (1997). The problem of trust, Princeton University Press. Sheehan, M. (1999). Workplace bullying: responding with some emotional intelligence. International Journal of Manpower, 20(1/2), 57-69. Taiwan bureau of statistics, manpower survey results in March 2013. Retrieved 05 15, 2014 from: http://eng.stat.gov.tw Tzafrir, S.S. and Dolan, S.L. (2004). Trust me: a scale for measuring manager-employee trust. Management Research, 2(2), 115-32. Vartia, M. (1996). The sources of bullying – psychological work environment and organizational climate. European Journal of Work and Organizational Psychology, 5(2), 203–14. Vartia, M. (2001). Consequences of workplace bullying with respect to the well-being of its targets and the observers of bullying. Scandinavian Journal of Work Environment Health, 27(1), 63–69. Workplace Bullying Institute (WBI). 2011. Results of the 2010 WBI U.S. Workplace Bullying Survey. Retrieved 07 10, 2014 from http://www.workplacebullying.org Zapf, D. (1999). Organizational, work group related and personal causes of mobbing/bullying at work. International Journal of Manpower, 20(1/2), 70-85. Zapf, D., & Einarsen, S. (2001). Bullying in the workplace: Recent trends in research and practice-an introduction. European Journal of Work and Organizational Psychology, 10(4), 369-373. zh_TW
