主管不當督導與員工身心健康：挫折攻擊假說之應用

Abusive Supervision And Employees’ Physical-Psycho Health: An Application Of Frustration-Aggression Hypothesis

蘇證中(Zheng-Zhong Su)

指導教授 ： 鄭谷苑 ； 郭建志

中原大學/理學院/心理學研究所/碩士(2015年)

https://doi.org/10.6840/cycu201500857

摘要

本研究以挫折攻擊假說為基礎探討主管不當督導與員工身心健康，並瞭解不同的員工反應方式是否會改變主管不當督導對身心健康的影響，以及個人的內在資源是否可以調節主管不當督導與員工反應方式。本研究以問卷發放的方式針對民營、國營企業進行調查，共獲得有效問卷229份。研究結果發現：(1)主管不當督導行為越多會使員工產生更多的反應方式(直接攻擊、間接攻擊、退縮行為)。(2)員工對主管展現越多反應行為時，會使員工的身心健康越差。(3)員工反應方式會中介主管不當督導與心理健康。(4)自我控制會調節主管不當督導與員工反應方式。最後，根據本研究結果進行討論，並說明研究限制與未來研究方向，以及管理上的實務意涵。

關鍵字

不當督導 ； 員工反應方式 ； 身心健康 ； 自我控制

並列摘要

The purpose of this paper is to investigate the relationship between abusive supervision and employees’ physical-psycho health with Frustration–aggression hypothesis. It explores whether the way that employees’ respond to abusive supervision would influence employees’ physical-psycho health, and whether the individual immanence of subordinates could moderate the relationship.
In this research, we surveyed the public and private enterprise with 229 effective questionnaires. Major findings are as follows. First, the higher levels of abusive supervisions caused more response (e.g., direct/indirect aggression, withdrawal behavior) of subordinate. Second, the employees’ response was associated with employees’ physical-psycho health. Third, employees’ response would mediate the abusive supervisions and employees’ physical-psycho health. Last, self-control would moderator the relationship between abusive supervision and employees’ physical-psycho health. The authors conclude with a discussion of these findings, and explained the study limitations, the future research, and the substantive significance in management.

並列關鍵字

abusive supervision ； employees’ respond ； physical-psycho health ； self-control

參考文獻

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