题名

個人－組織的雇用關係：負向認同與職場偏差行為之研究

并列篇名

Employment Relationship: The Study of Organizational Disidentification and Workplace Deviance

DOI

10.6129/CJP.20131114

作者

郭建志(Chien-Chih Kuo)；蘇嫚(Man Su)；張守中(Kirk Chang)

关键词

雇用關係 ； 心理契約違反 ； 主管不當督導 ； 負向認同 ； 職場偏差行為 ； employment relationship ； psychological contract breach ； abusive supervision ； organizational disidentification ； workplace deviance

期刊名称

中華心理學刊

卷期/出版年月

56卷1期（2014 / 03 / 01）

页次

31 - 47

内容语文

繁體中文
中文摘要

本研究主要探討在不佳的雇用關係（心理契約違反與主管不當督導）情境下，工作者心理（負向認同）與行為（職場偏差行為）之反應。過去有關雇用關係之心理機制論述，大皆採社會交換理論及公平理論觀點，本研究則進一步採組織認同取向，假設工作者面對不佳的雇用關係時，可能會對組織產生負向認同與職場偏差行為。本研究蒐集301位全職工作者的資料，結果發現心理契約違反與主管不當督導影響工作者的負向認同，而負向認同再影響職場偏差行為，顯示負向認同在雇用關係與職場偏差行為間扮演著中介角色，支持組織認同在雇用關係與員工心理及行為反應間的重要性。最後，本研究針對上述結果深入討論，並說明此結果在管理實務上的涵意。
英文摘要

The current study was designed to test the relationship of negative employment relationship (psychological contract breach and abusive supervision) with workplace deviance, and to examine the mediating role of organizational disidentification. The data were collected from 301 employees in the several industries, such as Semiconductor, Manufacture, Service and Chemistry in Taiwan. As expected, a positive relationship was found between psychological contract breach, abusive supervision and organizational disidentification. In addition, it was found that organizational disidentification was positively related to workplace deviance. It showed that organizational disidentification mediates the relationship between negative employment relationship and workplace deviance. The results offered general support for the applicability of the organizational identification theory to the person-organization employment relationship in the workplace. Further discussion focuses on theoretical and practical implications of the observed outcomes.
主题分类 社會科學 > 心理學
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被引用次数
  1. 高鳯霞,李怡盈(2023)。長照機構人員住民支持與留任意願：組織忠誠與工作敬業之中介效果。中華心理衛生學刊，36(2)，157-183。
  2. 羅新興、賴璽方、梁欣光、戚樹誠、朱志傑(2017)。職場偏差行為之實證發現與展望：2000~2015亞洲研究的回顧。臺大管理論叢，27(2)，259-306。
  3. 彭彥群,張振傑(2021)。Loyalty to Supervisor or Organizational Commitment: Measuring Employee Job Satisfaction and Job Performance。科技與人力教育季刊，8(1)，30-53。
  4. 嚴國晉、黃少宇、張珈進、李庭閣(2016)。家長式領導與部屬工作績效之關係： 探討情緒勞動演出的中介效果。人力資源管理學報，16(3)，93-129。
  5. 張騰睿,林月雲(2023)。不當督導整合型架構：台灣文獻分析。科技與人力教育季刊，9卷3、4，65-91。
  6. 張振傑,林沂臻(2020)。以對偶關係探討認知差異對員工態度及行為的影響。弘光學報，86，37-52。
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