職場霸凌與工作投入關係之研究－以內外控人格特質與工作認同為干擾變項

The Study of the relationship between Workplace Bully and Job Involvement－the moderating effects of Locus of control and Job Identity

林宛玟(WAN-WEN LIN)

指導教授 ： 林淑慧

國立中正大學/社會科學院/勞工關係學研究所/碩士(2016年)

摘要

本研究目的期望瞭解職場霸凌、工作投入、內外控人格特質與工作認同間的關係。研究方式採取不記名問卷調查法，對象以在職者為研究樣本，意指現況有工作，且具有主管或同儕者，但不受產業、地區、職業或職稱等限制進行網路及紙本問卷發放，共發放511份問卷，有效問卷402份，有效問卷回收率87.58%。分析工具採用SPSS與AMOS統計軟體建構與驗證假設模型，並經由描述性統計分析、驗證性因素分析、相關分析、單因子變異數分析、階層迴歸分析等方式進行資料分析。
　　研究結果發現，職場霸凌及工作投入兩者並無絕對之影響，需再加入其他變項交互作用以綜合分析。若職場霸凌程度越高，內控人格特質傾向低者之工作投入程度無明顯變化，但內控人格特質傾向高者工作投入程度反而提升，顯示若內控特質程度夠高，在面對霸凌時，亦能保持其內控特質予以面對，並認為因此可降低職場霸凌所帶來的負面影響。另外也發現，工作認同對職場霸凌與工作投入兩者間無顯著影響效果，換言之，當員工遭遇職場霸凌時，已造成負向的組織氣候及不安全的工作環境，就算組織施以提高工作認同度之施策，亦無法改善員工的負向行為表現。

關鍵字

工作認同 ； 內外控人格特質 ； 工作投入 ； 職場霸凌

並列摘要

This research reports a study aimed at investigating the relationship between workplace bullying, job involvement, locus of control and job identity. The study was conducted with anonymous web-based and paper-based questionnaires. The questionnaires were administered to current job-holders with supervisors or peers regardless of their industries, regions, or positions. 511 questionnaires were distributed and 402 valid questionnaires were returned; the effective response rate was 87.58%. The analysis used SPSS and AMOS statistical software to construct and verify the hypothetical model with the methods of Descriptive Statistics, Confirmatory Factor Analysis (CFA), analysis of correlation, one-way ANOVA, Hierarchical Regression Analysis.
　　The result found that workplace bullying and job involvement were not significantly correlated, however, other variables must be taken into account in the comprehensive analysis. Disregarding the level of workplace bullying, people with lower tendency toward internal locus of control did not show any evident difference in their job involvement. However, people with higher tendency toward internal locus of control would have an enhanced job involvement under high level of workplace bullying. This suggests if people have high enough tendency toward internal locus of control, they can keep their personality of internal locus of control to face workplace bullying. Hence, it is believed that internal locus of control could reduce the negative effects caused by workplace bullying. In this case, job identity was not found to have significant effects on workplace bullying and job involvement. In other words, when workplace bullying take place, it would causes a negative organization atmosphere and an unsafe workplace. No matter what policies an organization makes to promote job identity, they cannot improve negative behaviors of their employees.

並列關鍵字

Job Identity ； Locus of control ； Job Involvement ； Workplace Bully

參考文獻

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黃韞臻、林淑惠（2011），大學生人格特質、休閒價值觀與休閒滿意度之相關研

吳明鋗（2013），大學教師工作投入、工作壓力、工作滿意與組織承諾之相關研