English  |  正體中文  |  简体中文  |  Post-Print筆數 : 11 |  Items with full text/Total items : 88613/118155 (75%)
Visitors : 23459961      Online Users : 356
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    政大機構典藏 > 理學院 > 心理學系 > 期刊論文 >  Item 140.119/110903
    Please use this identifier to cite or link to this item: http://nccur.lib.nccu.edu.tw/handle/140.119/110903


    Title: 個人-組織的雇用關係: 負向認同與職場偏差行為之研究
    Other Titles: Employment Relationship: The Study of Organizational Disidentification and Workplace Deviance
    Authors: 郭建志;蘇嫚;張守中
    Kuo, Chien-Chih;Su, Man;Chang, Kirk
    Contributors: 心理系
    Keywords: 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
    Date: 2014-03
    Issue Date: 2017-07-12 09:25:47 (UTC+8)
    Abstract: 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。
    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.
    Relation: 中華心理學刊, 56(1), 31-47
    Data Type: article
    DOI 連結: http://dx.doi.org/10.6129/CJP.20131114
    DOI: 10.6129/CJP.20131114
    Appears in Collections:[心理學系] 期刊論文

    Files in This Item:

    File Description SizeFormat
    31-47.pdf1412KbAdobe PDF121View/Open


    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告
    1.本網站之數位內容為國立政治大學所收錄之機構典藏,無償提供學術研究與公眾教育等公益性使用,惟仍請適度,合理使用本網站之內容,以尊重著作權人之權益。商業上之利用,則請先取得著作權人之授權。
    2.本網站之製作,已盡力防止侵害著作權人之權益,如仍發現本網站之數位內容有侵害著作權人權益情事者,請權利人通知本網站維護人員(nccur@nccu.edu.tw),維護人員將立即採取移除該數位著作等補救措施。
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback