English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 109952/140891 (78%)
Visitors : 46261039      Online Users : 708
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
    Home ‧ Login ‧ Upload ‧ Help ‧ About ‧ Administer Goto mobile version
    政大機構典藏 > 理學院 > 心理學系 > 期刊論文 >  Item 140.119/63560


    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/63560


    Title: 組織挫折與職場退縮：主管不當督導與工作內外控之研究。
    Other Titles: Organizational Frustration and Workplace Withdrawal: The Study of Abusive Supervision and Work Locus of Control
    Authors: 郭建志;蔡育菁
    Kuo, Chien-Chih;Tsai, Yu-Ching
    Contributors: 心理系
    Keywords: 工作內外控;主管不當督導;組織挫折;職場退縮
    abusive supervision;organizational frustration;work locus of control;workplace withdrawal
    Date: 2012.09
    Issue Date: 2014-01-24 15:50:32 (UTC+8)
    Abstract: 本研究立基組織中的挫折－攻擊假說觀點，探討工作者的組織挫折對其職場退縮（工作性退縮與職業性退縮）之影響，並說明主管不當督導與工作控制感在其中所扮演的角色。本研究蒐集338位全職工作者的資料，結果發現組織挫折對工作者的職場退縮具有顯著的預測效果，而主管不當督導則會影響工作者的組織挫折，顯示組織挫折在主管不當督導與職場退縮間具有中介效果。此外，本研究也發現工作內外控在主管不當督導與組織挫折間具有調節效果，在面對低主管不當督導的情境時，內控者的組織挫折較外控者低。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。
    Based on the organizational frustration-aggression work, the current study was designed to test the relationship of organizational frustration with workplace withdrawal (job withdrawal and work withdrawal), and to examine the influence of abusive supervision and work locus of control on organizational frustration. The data were collected from 338 employees in the several industries, such as semiconductor, manufacture, and chemistry in Taiwan.As expected, a positive relationship was found between organizational frustration and workplace withdrawal. In addition, it was found that abusive supervision was positively related to organizational frustration. It shows that organizational frustration mediates the relationship between abusive supervision and workplace withdrawal. Moreover, organizational frustration was associated with individual difference in reaction to abusive supervision. In low levels of abusive supervision, workers with internal work locus of control reported a lower incidence of experienced frustration than those with external work locus of control. But, in high levels of abusive supervision, internals and externals reported higher levels of experienced frustration indifferently. The results offered general support for the applicability of the organizational frustration-aggression hypothesis to the workplace. Further discussion focuses on theoretical and practical implications of the observed outcomes.
    Relation: 中華心理學刊, 3(54),293-313
    Data Type: article
    Appears in Collections:[心理學系] 期刊論文

    Files in This Item:

    File Description SizeFormat
    293313.pdf1239KbAdobe PDF21061View/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 Copyright Announcement
    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。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    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。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback