誰會被霸凌？組織中部屬的能力與權力觀點

Who Will Be Bullied？The View of Subordinates’ Competence and Power in Organizations

歸思佳(Szu-Chia Kuei)

指導教授 ： 郭建志

中原大學/理學院/心理學研究所/碩士(2012年)

https://doi.org/10.6840/cycu201200477

摘要

職場霸凌是泛文化、跨地區的現象。過去研究多半著重於主管的領導風格或特質對於霸凌的影響，然甚少研究探討什麼樣的部屬較容易成為被霸凌的對象。本研究旨於瞭解部屬能力、權力對於職場霸凌的影響，並以主管-部屬相似性、知覺權力距離與知覺績效導向作為調節變項。本研究發現：（1）能力低的部屬較容易成為霸凌的對象；（2）部屬權力對職場霸凌不具影響：（3）主管與部屬的深層相似性可降低能力低的部屬所受到的霸凌可能性，但表層相似性則無；（4）主管與部屬的深層相似性可降低權力高的部屬所受到的霸凌可能性，但表層相似性則無；（5）知覺權力距離高時，將加劇權力大的部屬所受到的霸凌可能性，但對部屬能力與霸凌之關係則無影響；（6）知覺績效導向高時，對部屬能力、權力與職場霸凌之關係均無影響。

關鍵字

職場霸凌 ； 能力 ； 權力 ； 知覺權力距離 ； 相似性 ； 知覺績效導向

並列摘要

Workplace bullying is a cross-cultural and cross-sectional phenomenon. Past researches had emphasized on the impact of leadership and leaders’ characteristics on bullying, however, few researches had focused on what kind of subordinates will be bullied more possibly. The goal of this study is to explore the effects of subordinates’ competence and power on workplace bullying by using superior-subordinate similarity, perceived power distance and perceived performance orientation as moderators. The findings are as follows: (1) Subordinates with low competence would be bullied more possibly; (2) Power of subordinates would have no effect on bullying; (3) Subordinates having lower competence but higher deep-level similarity with superior would suffer from less possibility of being bullied, but surface-level similarity would have no effect; (4) Subordinates having high power but lower deep-level similarity with superior would suffer from more possibility of being bullied, but surface-level similarity would have no effect; (5) High perceived power distance would increase the possibility of being bullied of subordinates with higher power, but would not influence the relationship between competence and bullying; (6) Perceived performance orientation would not influence the effect of competence or power on bullying.

並列關鍵字

workplace bullying ； power ； competence ； perceived power distance ； similarity ； perceived performance orientation

參考文獻

汪敬傑（2008）。社會取向、組織文化及組織公民行為關係之探討。台灣大學心理學研究所碩士論文。

潘涵筠（2010）。功高震主的權力分析：權力差距理論的驗證。台灣大學心理學研究所博士論文。

林君齡（2000）。國民中學學校教師會運作之微觀政治個案研究。臺灣師範

洪瑞斌、劉兆明（2003）。工作價值觀之回顧與前瞻。應用心理學研究，19，211-250。

朱永新（1993）。論中國人的戀權情結。本土心理學研究，1，242-266。