本校學位論文庫
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論文詳情
谭伟丰
曠婷玥
商學院
工商管理碩士學位(MBA)課程(中文學制)
碩士
2023
職場排斥對親社會行為的影響研究
Research on the Impact of Workplace Ostracism on Prosocial Behavior
職場排斥 ; 自尊 ; 親社會行為 ; 心理集體主義 ; 酒店業
Workplace Ostracism ; Self-esteem ; Pro-social Behavior ; Psychological Collectivism ; Hospitality Industry
公開日期：8/5/2027
本研究以職場排斥為前提，構建有關親社會行為的研究模型，加以將自尊和心理集體主義兩種變量投入至本研究模型中，旨在研究自尊的中介效應和心理集體主義的調節作用。本研究均採用各變量中運用廣泛且成熟的量表共同構建成調查問卷，並以線上及線下問卷的形式投放給中國範圍的酒店業從業者。发放以收集的數據進行分析。研究共發放534份問卷，有效回收率84.8%。結果發現：（1）職場排斥對親社會行為有正向影響。（2）職場排斥對自尊有負向影響。（3）自尊對親社會行為有負向影響。（4）自尊在職場排斥與親社會行為的過程中起中介作用。（5）心理集體主義調節職場排斥與自尊之間的關係；當心理集體主義的程度越高時，職場排斥對於自尊的正向影響會削弱。
此研究結果不僅對排斥的時間需求-威脅模型理論提供更充足的研究依據，完善理論對於自尊歸屬感強化的中間過程研究。同時，透過此研究為行業提供減少或解決職場排斥的負面作用提供給新視角，啟示管理者須正確看待親社會行為的兩面性，及時發現並制止職場排斥，減輕職場排斥的負面影響。
此研究結果不僅對排斥的時間需求-威脅模型理論提供更充足的研究依據，完善理論對於自尊歸屬感強化的中間過程研究。同時，透過此研究為行業提供減少或解決職場排斥的負面作用提供給新視角，啟示管理者須正確看待親社會行為的兩面性，及時發現並制止職場排斥，減輕職場排斥的負面影響。
The paper is based on workplace ostracism to construct a research model related to pro-social behavior. Moreover, self-esteem and psychological collectivism variables are incorporated into the research model to investigate the internal effects of self-esteem and the moderating effect of pro-social behavior. The study utilized widely used and mature scales for each variable to construct a survey questionnaire, which were distributed to practitioners in the hotel industry in China, both online and offline, for data collection and analysis. A total of 534 questionnaires were distributed in this experiment, with an effective response rate of 84.8%. The results found that: (1) Workplace ostracism has a positive impact on prosocial behavior. (2) Workplace ostracism has a negative impact on self-esteem. (3) Self-esteem has a negative impact on prosocial behavior. (4) Self-esteem plays a mediating role in the process of workplace ostracism and prosocial behavior. (5) Psychological collectivism mediates the relationship between workplace ostracism and self-esteem; when the degree of psychological collectivism is higher, the positive impact of workplace ostracism on self-esteem will be weakened.
The results of the study indicate that not only does this research provide more substantial evidence for the Temporal Need-Threat Model of Ostracism theory and enhances the understanding of the theory regarding the strengthening effect of fortify their need for belonging such as self-esteem. At the same time, the study offers a fresh perspective for the industry to reduce or address the negative effects of workplace ostracism. This enlightens managers to correctly view the duality of prosocial behavior, detect and stop workplace ostracism in a timely manner, and reduce the negative impact of workplace ostracism.
The results of the study indicate that not only does this research provide more substantial evidence for the Temporal Need-Threat Model of Ostracism theory and enhances the understanding of the theory regarding the strengthening effect of fortify their need for belonging such as self-esteem. At the same time, the study offers a fresh perspective for the industry to reduce or address the negative effects of workplace ostracism. This enlightens managers to correctly view the duality of prosocial behavior, detect and stop workplace ostracism in a timely manner, and reduce the negative impact of workplace ostracism.
2024
中文
90
致 謝 I
摘 要 II
Abstract III
圖目錄 IX
表目錄 X
第一章 緒 論 1
1.1 選題背景 1
1.2 研究目的 3
1.3 研究問題 3
1.4 研究意義 4
1.4.1 理論意義 4
1.4.2 現實意義 5
1.5 研究內容 5
第二章 文獻綜述 8
2.1 理論基礎 8
2.1.1 社會計量理論 8
2.1.2 排斥的時間需求-威脅模型理論 9
2.2 職場排斥相關理論研究 11
2.2.1 職場排斥的概念 11
2.2.2 職場排斥的測量 11
2.2.3 職場排斥的相關研究 12
2.2.4 職場排斥相關研究總結 14
2.3 自尊相關理論研究 15
2.3.1 自尊的定義 15
2.3.2 自尊的測量 15
2.3.3 自尊的相關研究 16
2.3.4 自尊相關研究總結 17
2.4 親社會行為相關理論研究 18
2.4.1 親社會行為的定義 18
2.4.2 親社會行為的測量 19
2.4.3 親社會行為的相關研究 19
2.4.4 親社會行為相關研究總結 20
2.5 心理集體主義相關理論研究 20
2.5.1 心理集體主義的定義 20
2.5.2 心理集體主義的測量 22
2.5.3 心理集體主義的相關研究 23
2.4.5 心理集體主義相關研究總結 23
2.6 各變量間關係的研究 24
2.6.1 職場排斥與親社會行為的關係研究 24
2.6.2 職場排斥與自尊的關係研究 25
2.6.3 自尊與親社會行為的關係研究 26
2.6.4 自尊在職場排斥與親社會行為之間的關係研究 26
2.6.5 心理集體主義在職場排斥與自尊之間的關係研究 27
第三章 研究方法與設計 29
3.1 研究變量界定與模型構建 29
3.1.1 研究變量界定 29
3.1.2 模型構建 30
3.2 研究方法 30
3.2.1 問卷調查法 30
3.2.2 研究樣本 31
3.2.3 問卷設計 31
3.3 資料分析方法 36
3.3.1 信度分析 36
3.3.2 效度分析 36
3.3.3 描述性統計 37
3.3.4 相關性分析 37
3.3.5 差異性分析 37
3.3.6 回歸分析 38
3.4 問卷前測 38
第四章 資料分析與整理 40
4.1資料分析與處理 40
4.1.1 剔除無效問卷 40
4.1.2 數據輸入與除錯 40
4.2 信度檢驗 41
4.3 效度分析 42
4.4 描述性統計分析 47
4.5差異性分析 48
4.5.1 不同性別在各個變量上的差異性分析 48
4.5.2 不同年齡在各個變量上的差異性分析 49
4.5.3 不同受教育程度在各個變量上的差異性分析 50
4.5.4 不同婚姻狀況在各個變量上的差異性分析 52
4.5.5 不同收入程度在各個變量上的差異性分析 52
4.5.6 不同職級類型在各個變量上的差異性分析 54
4.6 相關性分析 55
4.7 回歸分析 56
4.7.1職場排斥與自尊的回归分析 56
4.7.2 自尊與親社會行爲的回归分析 57
4.7.3職場排斥與親社會行爲的回归分析 58
4.8 中介效應分析 59
4.9 調節效應分析 61
第五章 研究結論及發展建議 65
5.1 研究結論 65
5.2 發展建議 67
5.2.1 基於人口統計學數據的角度出發 67
5.2.2 基於職場排斥的角度出發 67
5.2.3 基於親社會行為的角度出發 68
5.3 研究局限性及未來展望 68
5.3.1 研究局限性 68
5.3.2 未來展望 69
參考文獻 70
作者簡歷 83
附 錄 84
摘 要 II
Abstract III
圖目錄 IX
表目錄 X
第一章 緒 論 1
1.1 選題背景 1
1.2 研究目的 3
1.3 研究問題 3
1.4 研究意義 4
1.4.1 理論意義 4
1.4.2 現實意義 5
1.5 研究內容 5
第二章 文獻綜述 8
2.1 理論基礎 8
2.1.1 社會計量理論 8
2.1.2 排斥的時間需求-威脅模型理論 9
2.2 職場排斥相關理論研究 11
2.2.1 職場排斥的概念 11
2.2.2 職場排斥的測量 11
2.2.3 職場排斥的相關研究 12
2.2.4 職場排斥相關研究總結 14
2.3 自尊相關理論研究 15
2.3.1 自尊的定義 15
2.3.2 自尊的測量 15
2.3.3 自尊的相關研究 16
2.3.4 自尊相關研究總結 17
2.4 親社會行為相關理論研究 18
2.4.1 親社會行為的定義 18
2.4.2 親社會行為的測量 19
2.4.3 親社會行為的相關研究 19
2.4.4 親社會行為相關研究總結 20
2.5 心理集體主義相關理論研究 20
2.5.1 心理集體主義的定義 20
2.5.2 心理集體主義的測量 22
2.5.3 心理集體主義的相關研究 23
2.4.5 心理集體主義相關研究總結 23
2.6 各變量間關係的研究 24
2.6.1 職場排斥與親社會行為的關係研究 24
2.6.2 職場排斥與自尊的關係研究 25
2.6.3 自尊與親社會行為的關係研究 26
2.6.4 自尊在職場排斥與親社會行為之間的關係研究 26
2.6.5 心理集體主義在職場排斥與自尊之間的關係研究 27
第三章 研究方法與設計 29
3.1 研究變量界定與模型構建 29
3.1.1 研究變量界定 29
3.1.2 模型構建 30
3.2 研究方法 30
3.2.1 問卷調查法 30
3.2.2 研究樣本 31
3.2.3 問卷設計 31
3.3 資料分析方法 36
3.3.1 信度分析 36
3.3.2 效度分析 36
3.3.3 描述性統計 37
3.3.4 相關性分析 37
3.3.5 差異性分析 37
3.3.6 回歸分析 38
3.4 問卷前測 38
第四章 資料分析與整理 40
4.1資料分析與處理 40
4.1.1 剔除無效問卷 40
4.1.2 數據輸入與除錯 40
4.2 信度檢驗 41
4.3 效度分析 42
4.4 描述性統計分析 47
4.5差異性分析 48
4.5.1 不同性別在各個變量上的差異性分析 48
4.5.2 不同年齡在各個變量上的差異性分析 49
4.5.3 不同受教育程度在各個變量上的差異性分析 50
4.5.4 不同婚姻狀況在各個變量上的差異性分析 52
4.5.5 不同收入程度在各個變量上的差異性分析 52
4.5.6 不同職級類型在各個變量上的差異性分析 54
4.6 相關性分析 55
4.7 回歸分析 56
4.7.1職場排斥與自尊的回归分析 56
4.7.2 自尊與親社會行爲的回归分析 57
4.7.3職場排斥與親社會行爲的回归分析 58
4.8 中介效應分析 59
4.9 調節效應分析 61
第五章 研究結論及發展建議 65
5.1 研究結論 65
5.2 發展建議 67
5.2.1 基於人口統計學數據的角度出發 67
5.2.2 基於職場排斥的角度出發 67
5.2.3 基於親社會行為的角度出發 68
5.3 研究局限性及未來展望 68
5.3.1 研究局限性 68
5.3.2 未來展望 69
參考文獻 70
作者簡歷 83
附 錄 84
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