以員工組織承諾為中介變項探討主管社會破壞與員工反生產力工作行為之關係

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题名:	以員工組織承諾為中介變項探討主管社會破壞與員工反生產力工作行為之關係 The Relationship between Supervisor Social Undermining and Employee Counterproductive Work Behavior: The Mediating Role of Employee Organizational Commitment
作者:	何佩育 Ho, Pei-Yu
贡献者:	國際貿易學系
关键词:	社會破壞組織承諾反生產力工作行為 social undermining organizational commitment counterproductive work behavior
日期:	2014-06
上传时间:	2014-09-05 13:35:38 (UTC+8)
摘要:	在工作場所中，員工的活動表現與組織績效皆會被主管的任何行為所影響，我們可能會遇到像是主管故意以言語或眼神方式貶低員工，這些皆為社會破壞行為。而社會破壞行為會造成組織產生不良的後果，例如，降低工作績效、負面的工作態度與行為等。　　因此，本研究主要目的在探討主管社會破壞、員工組織承諾及員工反生產力工作行為之關係。本研究採匿名式問卷調查法，以與主管接觸之員工作為樣本，回收問卷共318份，其中302份為有效問卷，有效問卷回收率為94.97%。研究結果如下：一、主管社會破壞與員工反生產力工作行為呈正相關二、主管社會破壞與員工組織承諾呈負相關三、員工組織承諾與員工反生產力工作行為呈負相關四、主管社會破壞經由員工組織承諾之部分中介正向影響員工反生產力工作行為。　　本研究提出理論與管理實務上的意涵，並對未來的研究方向提出進一步的建議。 In the workplace, supervisor behavior may affect employee activities and organizational performance. Employee may experience supervisor intentional actions of making derogatory remarks or comments on them . These are known as the social undermining behavior. Social undermining behavior is related to unfavorable outcomes of organizations, such as the reduction of work performance, negative work attitude and behavior. 　　The purpose of this study is to explore the relationship among Supervisor Social Undermining, Employee Organizational Commitment and Employee Counterproductive Work Behavior. The study is based on anonymous questionnaires collected from 318 employees. 94.97% of the questionnaires is valid. The results are as follows: 1. Supervisor social undermining is positively related to employee counterproductive work behavior. 2. Supervisor social undermining is negatively related to employee organizational commitment. 3. Employee organizational commitment is negatively related to employee counterproductive work behavior. 4. The effect of employee organizational commitment partially mediates the relationship between supervisor social undermining and employee counterproductive work behavior. 　　This study discusses the implication for the theories and managerial practices, and suggestions for the future study.
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