負向雇用關係與員工效能：不同關係對象的對應效果與工作鑲嵌的調節作用

廖元希

doi:10.6342/NTU.2014.00674

山西大学，您好！

感谢采购，人社期刊库｜人社论文库，期间：2024/01/01~2024/12/31

感谢试用，科学期刊库｜科学论文库，期间：2024/10/20~2025/01/20

浏览高级检索

关闭
检索检索高级检索出版物检索
浏览期刊主题浏览核心期刊浏览期刊拼音浏览

关闭

查询符号(半角)	查询符号意义说明
空格	表示为「AND」两个查询词之交集
双引号 ( " " )	片语以双引号标示开始及结束，而且只寻找出现顺序相同的字词，例： " image process "
?	表示一个字母切截，输入两个?表两个字母，依此类推，例：输入「Appl?」，查得结果应为appl e , appl y … ( 常用于英文字查询 )
*	表示不限字母切截，由0~n. 例：输入「appl*」，查得结果应为appl e , appl es , appl y , appl ied , appl ication … ( 常用于英文字查询 )
AND、OR、NOT	布尔逻辑组合关键字，用来扩大或缩小查询范围的技巧。 (1) AND ：缩小查询范围 (2) OR ：扩大查询范围(3) NOT：排除不相关的范围

DOI 是数位物件识别码（ D igital O bject I dentifier ）的简称，
为物件在网路上的唯一识别码，可用于永久连结并引用目标物件。

使用DOI作为永久连结

每个DOI号前面加上「 http://dx.doi.org/ 」便成为永久网址。
如以DOI号为 10.5297/ser.1201.002 的文献为例，此文献的永久连结便是： http://dx.doi.org/ 10.5297/ser.1201.002 。
日后不论出版单位如何更动此文献位置，永久连结所指向的位置皆会即时更新，不再错失重要的研究。

引用含有DOI的文献

有DOI的文献在引用时皆应同时引用DOI。若使用APA、Chicago以外未规范DOI的引用格式，可引用DOI永久连结。

DOI可强化引用精确性、增强学术圈连结，并给予使用者跨平台的良好使用经验，目前在全世界已有超过五千万个对象申请DOI。如想对DOI的使用与概念有进一步了解，请参考（）。

书目管理工具

相关连结

问题回报

全文下载

负向雇用关系与员工效能：不同关系对象的对应效果与工作镶嵌的调节作用

Negative Employment Relationship and Effectiveness: The Compatible Effect of Multi-foci Employment and Moderating Effect of Job Embeddedness

廖元希 , 硕士　　导师：郑伯埙　　

繁体中文 DOI： 10.6342/NTU.2014.00674

雇用关系；心理契约违反；主管不当督导；工作镶嵌； employment relationship ； principle of compatibility ； psychological contract violation ； abusive supervision ； job embeddedness

0 个人觉得这篇文章赞

摘要 │ 被引用文献 (1) │ 国际计量

摘要〈TOP〉

并列摘要〈TOP〉

The current study was design to investigate the effects of negative employment relationship (psychological contract violation and abusive supervision) with employees’ behavioral (performance and organizational citizenship behavior) , and attitudinal (organizational identification) responses, and to examine the moderating role of job embeddedness. According to social exchange theory, employees’ behaviors and attitudes toward organization should be strongly related to organizational-relevant factors. While on the other hand, employees’ behaviors and attitudes toward supervisor should relate more to immediate manager relevant factors. Data were collected from 190 employees of various industries in Taiwan. As expected, the negative relationship between abusive supervision and performance was stronger than the relationship between psychological contract violation and performance. The relationship between psychological contract violation and organizational identification was stronger than the relationship between abusive supervision and organizational identification. However, no significant differences were found for the negative relationship of psychological contract violation and organizational citizenship behavior with the relationship of abusive supervision and organizational citizenship behavior. Secondly, when job embeddedness was high, the relationship between abusive supervision and performance was weaker than when job embeddedness was low. The negative relationship between psychological contract violation and organizational identification was stronger when job embeddedness was high, and so did the negative relationship between abusive supervision and organizational identification. Further discussion focuses on the theoretical and practical implications of observed outcomes.

被引用文献 (1) 〈TOP〉

李婉翠(2016)。不当督导前因後果之探讨：以核心自我评价与知觉公平为干扰角色。淡江大学企业管理学系硕士班学位论文。2016。1-127。

国际计量

〈TOP〉

E-mail ：

文章公开取用时，将寄通知信至您填写的信箱地址

E-mail ：

使用DOI作为永久连结

引用含有DOI的文献

DOI可强化引用精确性、增强学术圈连结，并给予使用者跨平台的良好使用经验，目前在全世界已有超过五千万个对象申请DOI。 如想对DOI的使用与概念有进一步了解，请参考 （ ） 。

DOI可强化引用精确性、增强学术圈连结，并给予使用者跨平台的良好使用经验，目前在全世界已有超过五千万个对象申请DOI。如想对DOI的使用与概念有进一步了解，请参考（）。