職場友誼、情感性承諾、離職傾向與助人行為之關聯性研究

A study on the Relationships among Workplace Friendship, Affective Commitment、Turnover Intention and Helping Behavior.

張瓊元(CHIUNG-YUAN CHANG)

指導教授 ： 徐郁茹

長榮大學/管理學院/企業管理學系(所)/碩士(2014年)

https://doi.org/10.6833/CJCU.2014.00175

摘要

相較於跨部門員工間的友誼，部門(單位)內同事之間互動較為頻繁，有較多交談的機會，並對於部門內的活動擁有相似的認知(Brehm, 1985)，因而較容易發展出部門內的職場友誼。據此，本研究將聚焦於部門(單位)內同事之間的友誼並以台南與嘉義區公所人員作為施測對象。
過去研究指出，良好的職場友誼可以為組織帶來正向結果，例如：增進員工工作動機、增加工作滿足、工作投入、組織承諾、生產力、創造力、組織公民行為、促進生涯發展、紓緩員工壓力以及減少員工離職等。回顧職場友誼的相關文獻，本研究甚少發現以離職傾向與助人行為做為職場友誼的結果變項，以情感性承諾做為中介變數之實證研究。是故，本研究將援引Tajfel and Turner (1979)提出的社會認同理論(Social Identity Theory)，檢視職場友誼與情感性承諾、助人行為、離職傾向的關係。此變數組合尚未在現有的職場友誼文獻中出現，藉由本研究深入的分析與探討，期能補足現有文獻之缺口。
本研究結果如下：(1)職場友誼對離職傾向有顯著負向影響；(2)職場友誼對部門內情感性承諾有顯著正向影響；(3)職場友誼會透過情感性承諾影響離職傾向; (4)職場友誼對助人行為有顯著正向影響；(5)職場友誼部分透過情感性承諾影響助人行為。

關鍵字

職場友誼 ； 情感性承諾 ； 離職傾向 ； 助人行為 ； 社會認同理論

並列摘要

Compared to the friendship between departments, colleagues within a department (unit) are more likely to develop friendship because they have more opportunities for interactions and talks, and sharing similar views and ideas on activities (Brehm, 1985). Hence, the present study will focus on the friendship within a department (unit) and target Tainan and Chiayi district office staff as study objects.
According to previous research, good workplace friendship can bring positive results for the organization, such as increased employee motivation, job satisfaction, job involvement, organizational commitment, productivity, creativity, organizational citizenship behavior, and career development, as well as reduced stress and employee turnover, etc.
Having reviewed relevant literature, this study found that turnover intention and helping behavior as the outcomes of workplace friendship are rarely explored. Affective commitment as the mediator in the workplace friendship─turnover intention and workplace friendship─helping behavior relationships also remains untested. To fill in the gap in the workplace friendship literature, the present study uses social identity theory (Tajfel and Turner, 1979) as a theoretical framework to depict the relationships among workplace friendship, affective commitment, helping behavior, and turnover intention.
The research results show: (1) that workplace friendship had a negative effect on turnover intention, (2) that workplace friendship had a positive effect on affective commitment, (3) that affective commitment IV
mediated the workplace friendship─turnover intention relationship, (4) that workplace friendship had a positive effect on helping behavior, (5) that affective commitment partially mediated the workplace friendship─helping behavior relationship.

並列關鍵字

workplace friendship ； affective commitment ； turnover intention ； helping behavior ； social identity theory

參考文獻

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