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題名 誰會被主管排擠？ 主管之部屬能力及威脅感知覺之探討
Who Will Be Ostraized by Supervisor？The Study of Supervisors’ perception of Subordinates’ Competence and Threat
作者 黃順凱
貢獻者 郭建志
黃順凱
關鍵詞 職場排擠
主管排擠
能力知覺
威脅感
主管承諾
workplace ostracism
supervisor ostracism
perception of competence
threat
supervisor commitment
日期 2013
上傳時間 25-Aug-2014 15:21:08 (UTC+8)
摘要 本研究旨在探討主管排擠部屬行為的前因，以部屬能力與威脅感作為解釋之機制，部屬能力可藉由威脅感對主管排擠產生影響。並以集體認同、知覺相似性作為部屬能力與威脅感間關係的調節變項；最後則探討主管排擠對於部屬幸福感與部屬主管承諾的影響。
本研究採用便利性取樣，使用對偶方式進行資料收集，研究對象為一般私人企業之員工，共發出紙本問卷328套，回收234套，回收率為71%，有效問卷為207套，有效回收率為63%。藉由SPSS 20與Lisrel 8.8等統計軟體進行資料分析，本研究結果顯示，部屬能力會透過威脅感對主管排擠產生正向的間接效果；當部屬越知覺主管對自己有排擠行為時，部屬之主管承諾越低；部屬知覺主管排擠對部屬幸福感則不具影響；而不論是集體認同或是知覺相似性，對於部屬能力與威脅感間的關係，皆無預期之調節效果。最後，針對本研究之結果進行討論，並說明理論貢獻、管理意涵、研究限制與未來研究建議。
This study aimed at investigating the antecedents of supervisor ostracism. We used subordinates’ competence and threat from subordinates as mechanisms to illustrate the antecedents of supervisor ostracism. We hope to explore the indirect effect of subordinates’ competence on supervisor ostracism via threat from subordinates. Moreover, we proposed that collective identity and perceived supervisor-subordinate similarity can moderate the relationship between subordinates’ competence and threat from subordinates. We further explore the direct effect of supervisor ostracism on supervisor commitment and well-being.
The sample of this study is selected using convenience sampling, and the data is dyad-level data. Totally 328 questionnaires were issued and 234 were returned. The response rate is 71%. Among returned questionnaires, there were 207 effective questionnaires with the effective rate of 63%. The collected data was analyzed by SPSS 20 and Lisrel 8.8.
The result indicated that subordinates’ competence has positive indirect effect on supervisor ostracism via threat from subordinates. Although subordinate perceived supervisor ostracism has negative effect on supervisor commitment, it had no effect on well-being. Supervisor collective identity and perceived supervisor-subordinate similarity did not moderate the relationship between subordinates’ competence and threat from subordinates. Finally, theoretical and managerial implications of these findings are discussed.
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描述 碩士
國立政治大學
心理學研究所
101752011
102
資料來源 http://thesis.lib.nccu.edu.tw/record/#G1017520111
資料類型 thesis
dc.contributor.advisor 郭建志zh_TW
dc.contributor.author (Authors) 黃順凱zh_TW
dc.creator (作者) 黃順凱zh_TW
dc.date (日期) 2013en_US
dc.date.accessioned 25-Aug-2014 15:21:08 (UTC+8)-
dc.date.available 25-Aug-2014 15:21:08 (UTC+8)-
dc.date.issued (上傳時間) 25-Aug-2014 15:21:08 (UTC+8)-
dc.identifier (Other Identifiers) G1017520111en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/69226-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學研究所zh_TW
dc.description (描述) 101752011zh_TW
dc.description (描述) 102zh_TW
dc.description.abstract (摘要) 本研究旨在探討主管排擠部屬行為的前因，以部屬能力與威脅感作為解釋之機制，部屬能力可藉由威脅感對主管排擠產生影響。並以集體認同、知覺相似性作為部屬能力與威脅感間關係的調節變項；最後則探討主管排擠對於部屬幸福感與部屬主管承諾的影響。
本研究採用便利性取樣，使用對偶方式進行資料收集，研究對象為一般私人企業之員工，共發出紙本問卷328套，回收234套，回收率為71%，有效問卷為207套，有效回收率為63%。藉由SPSS 20與Lisrel 8.8等統計軟體進行資料分析，本研究結果顯示，部屬能力會透過威脅感對主管排擠產生正向的間接效果；當部屬越知覺主管對自己有排擠行為時，部屬之主管承諾越低；部屬知覺主管排擠對部屬幸福感則不具影響；而不論是集體認同或是知覺相似性，對於部屬能力與威脅感間的關係，皆無預期之調節效果。最後，針對本研究之結果進行討論，並說明理論貢獻、管理意涵、研究限制與未來研究建議。		zh_TW
dc.description.abstract (摘要) This study aimed at investigating the antecedents of supervisor ostracism. We used subordinates’ competence and threat from subordinates as mechanisms to illustrate the antecedents of supervisor ostracism. We hope to explore the indirect effect of subordinates’ competence on supervisor ostracism via threat from subordinates. Moreover, we proposed that collective identity and perceived supervisor-subordinate similarity can moderate the relationship between subordinates’ competence and threat from subordinates. We further explore the direct effect of supervisor ostracism on supervisor commitment and well-being.
The sample of this study is selected using convenience sampling, and the data is dyad-level data. Totally 328 questionnaires were issued and 234 were returned. The response rate is 71%. Among returned questionnaires, there were 207 effective questionnaires with the effective rate of 63%. The collected data was analyzed by SPSS 20 and Lisrel 8.8.
The result indicated that subordinates’ competence has positive indirect effect on supervisor ostracism via threat from subordinates. Although subordinate perceived supervisor ostracism has negative effect on supervisor commitment, it had no effect on well-being. Supervisor collective identity and perceived supervisor-subordinate similarity did not moderate the relationship between subordinates’ competence and threat from subordinates. Finally, theoretical and managerial implications of these findings are discussed.		en_US
dc.description.tableofcontents 致謝 i
摘要 iv
Abstract v
目錄 vi
表目錄 viii
圖目錄 ix

第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 5

第二章 文獻回顧 6
第一節 職場排擠 6
第二節 能力知覺、威脅感與職場排擠 16
第三節 職場排擠的衝擊 22
第四節 集體認同的調節角色 27
第五節 知覺相似性的調節角色 30
第六節 研究架構與假設 33

第三章 研究方法 35
第一節 研究樣本 35
第二節 研究工具 39
第三節 資料分析 50

第四章 研究結果 52
第一節 整體測量模式之契合度估計 52
第二節 相關分析結果 55
第三節 能力知覺、威脅感、知覺主管排擠
與員工態度感受之結構方程模式 58
第四節 階層迴歸分析結果 64

第五章 討論與建議 69
第一節 研究結果討論 69
第二節 理論貢獻與管理意涵 73
第三節 研究限制與未來研究方向 75

參考文獻 78

附錄一 問卷填答說明書（委託主管對兩部屬） 82
附錄二 問卷填答說明書（委託主管對一部屬） 83
附錄三 問卷填答說明書（委託部屬對一主管） 84
附錄四 問卷調查表（部屬填答） 85
附錄五 問卷調查表（主管對兩部屬者填答） 88
附錄六 問卷調查表（主管對一部屬者填答） 93		zh_TW
dc.format.extent 7687620 bytes-
dc.format.mimetype application/pdf-
dc.language.iso en_US-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G1017520111en_US
dc.subject (關鍵詞) 職場排擠zh_TW
dc.subject (關鍵詞) 主管排擠zh_TW
dc.subject (關鍵詞) 能力知覺zh_TW
dc.subject (關鍵詞) 威脅感zh_TW
dc.subject (關鍵詞) 主管承諾zh_TW
dc.subject (關鍵詞) workplace ostracismen_US
dc.subject (關鍵詞) supervisor ostracismen_US
dc.subject (關鍵詞) perception of competenceen_US
dc.subject (關鍵詞) threaten_US
dc.subject (關鍵詞) supervisor commitmenten_US
dc.title (題名) 誰會被主管排擠？ 主管之部屬能力及威脅感知覺之探討zh_TW
dc.title (題名) Who Will Be Ostraized by Supervisor？The Study of Supervisors’ perception of Subordinates’ Competence and Threaten_US
dc.type (資料類型) thesisen
dc.relation.reference (參考文獻) Aiken, L. S., & Stephen, G. West (1991). Multiple regression: Testing and interpreting interactions, 75-87.
Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3), 452-471.
Ashmore, R. D., Deaux, K., & McLaughlin-Volpe, T. (2004). An Organizing Framework for Collective Identity: Articulation and Significance of Multidimensionality. Psychological Bulletin, 130 (1), 80-114.
Baron, R. M., & Kenny, D. A. (1986). The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51 (6), 1173.
Baumeister, R. F., & Leary, M. R. (1995). The need to belong: desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 117(3), 497.
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