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E10111
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019
職場八卦的傳遞者與接收者:組織認同取向之研究
Gossipers and Gossipees in the Workplace: Insights from the Organizational Identification Mode
1.郭建志
1.Chien-chih Kuo
1.國立政治大學心理學系
1.Department of Psychology. National Chengchi University
001,002,003,004
1.國立政治大學心理學系
1.Department of Psychology. National Chengchi University
002
1.行政院國家科學委員會
1.National Science Council
A.14 計畫執行期間(起):2012-08-01
A.14 計畫執行期間(訖):2013-07-31
2013-03-012013-03-31 2013-05-012013-05-31 2013-07-012013-07-31
A.16 收到日期:2013-11-01
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企業組織正職工作者

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228

228
096
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C.2 聯絡日期:2013-11-01
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1.國立政治大學心理學系
1.Department of Psychology. National Chengchi University
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自計畫執行結束日期起二年後公開

C.7 資料公開日期:2015-08-01
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008
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001
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1.職場八卦
2.八卦傳遞者
3.八卦接收者
4.組織認同
1.Workplace Gossip
2.Gossipers
3.Gossipees
4.Organizational Identification
此研究同時以傳遞者與接收者的觀點,引用組織認同理論,探討不同認同類型(正向認同、負向認同及中性認同)的工作者在八卦的情境中,如何選擇八卦(正向 八卦或負向八卦)進行傳遞,以及其面對八卦時,如何針對八卦進行反應(支持參與、拒絕反駁及沈默忽視)。本研究採三階段(間隔一個月)的資料蒐集方式,蒐 集受試者的組織認同(包括正向認同、負向認同、中性認同及矛盾認同)、八卦傳遞行為(正向八卦及負向八卦)、八卦反應行為(支持參與、拒絕反駁及沈默忽 視)及個人背景資料。

此研究總共發出305套問卷,最後回收228份問卷。研究結果顯示,不同認同類型的工作者(正向認同、負向認同、中性認同),其在正負向八卦傳遞行為 上確實有顯著差異,且在面對正向負八卦時,其反應行為也有所不同,此研究結果與Einwiller與Kamins(2008)的觀點相近,個體對於訊息的 接受與傳播,受到其對訊息內容認同程度的影響。再者,這樣的結果,也可用來支持Kamins、Folkes及Perner(1997)的認同作用觀點,個 體基於對組織認同與不認同,因而產生訊息傳播行為的差異。整體而言,此研究結果凸顯組織認同在組織八卦中所扮演的重要角色。最後,根據本研究結果,進一步 討論並說明管理意涵、未來研究方向及研究限制。

Although the significant impact of workplace gossip on organization effectiveness, seldom has it been a topic of management research. Little empirical studies focused on workplace gossip and its impacts on employee behaviors in the past few years. Except for gossiper-centered approach, this research adoptedsimultaneously gossipee-centered approachto explore workplace gossip based on the organizational identification model. The first, we tested the behaviors of gossiper to spread a positive gossip or a negative gossip in terms of identifiers, disidentifiers, or neutral identifiers. The second, we examined the gossipee’reactions to a positive gossip or a negative gossip, including approval, refutation, or neglect by identifiers, disidentifiers, or neutral identifiers.Overall, the spread and reaction of a positive gossip or a negative gossip was moderated by the level of organizational identification. Analyses of lagged data from 228 samples by three-wave measurements design (one month interval) showed that organizational identification influences the way workers spread and react to the workplace gossips. Identifiershave stronger intention to spreadand approvethe positive gossips; neutral identifiersexhibited strongerneglected reaction and weaker reputationalreaction to positive gossips;conflicting identifiershave stronger intention to spread the negative gossips; workers’intention to spread andreact workplace gossips were not influence by the misidentificationlevel. The implications of this study for future empirical research and limitations are discussed.

D.16 完成檢誤日期:2014-07-07
D.17 預定釋出日期:2015-08-01
D.18 初次釋出日期:2015-08-03
D.19_1 最新版釋出日期:2015-08-03
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10.6141/TW-SRDA-E10111-1
http://efenci.srda.sinica.edu.tw/webview/index.jsp?object=http://efenci.srda.sinica.edu.tw:80/obj/fStudy/E10111
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