科技部專題研究計畫主持人
MOST-106-2410-H-004-068-SSS
誰會被排擠?組織中低績效表現者之研究
Who Is Ostracized? A Study of Low-Performance Employees within Organizations
科技部
Ministry of Science and Technology
國立政治大學心理學系
National Chengchi University, Department of Psychology
郭建志
Kuo, Chien-Chih
國立政治大學心理學系
National Chengchi University, Department of Psychology
郭建志
副教授
02-29393091#67392
cckuo@nccu.edu.tw
計畫執行期間起:2017-08-01
計畫執行期間迄:2018-10-31
2018-04-02
2018-07-12
企業界多種產業
1
003
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低績效表現者;職場排擠;組織導向自尊;負向回饋尋求行為;主管同理關注
low-performance employee;negative feedback-seeking behavior;organizational-based self-esteem;workplace ostracism;empathetic concern
過往對職場排擠發生機制的探討,大多集中在被排擠者的個人行為與特質面向上,以受害者促發觀點來說明職場排擠的產生原因。本研究立基相對剝奪理論與自我一致性理論,提出績效導向的職場排擠觀點並主張在工作職場中,低績效表現者可能因對組織或團體的貢獻、價值或相對效用較低,而遭受組織同事的排擠;低績效表現也會降低工作者的組織導向自尊,導致影響其後續職涯中的個人績效表現。為協助職場中的低績效表現者與其主管來有效因應組織中發生的人際傷害及自我威脅,本研究也提出負向回饋尋求行為與主管同理關注兩個調節變項,用來說明其在個人績效表現與職場排擠、組織導向自尊間在不同情境下的關係。研究結果發現個人績效表現與職場排擠、組織導向自尊間的關係並不受調節變項影響,而低績效表現並不能顯著預測職場排擠的發生,但它會透過組織導向自尊的降低來影響後續的個人績效。
Early research on the mechanisms of workplace ostracism focused only on employees’ personal qualities and characteristics and explaining why and how workplace ostracism occurs with the victim precipitation perspective. Acknowledging the lack of investigation into personal performance and its place in workplace ostracism, the current study attempts to explain workplace ostracism by linking it with low-performance employees while employing relative deprivation and self-consistency theory, aiming to further explore the influence of workplace ostracism on personal performance and its boundary conditions. This study proposes a performance-based workplace ostracism perspective which suggested that low-performance employees could be excluded by colleague because of their low contribution, value, and relative utilities within the workplace. Moreover, low-performance employees would reduce organizational-based self-esteem and further affect their personal performance. In addition, the present study examines negative feedback-seeking behaviour and supervisor empathetic concern as moderators to discover the relationships between personal performance, workplace ostracism, and organizational-based self-esteem. Results show that while low-performance is not a significant predictor of workplace ostracism, it does significantly predict low organizational-based self-esteem, further resulting in the reduction of future personal performance. The moderators proposed however, do not impact the relation between personal performance and workplace ostracism or organizational-based self-esteem.
否,無直接識別資料
僅就有無可識別個人身份資料進行檢查及處理,不對變項名稱、變項及選項數值說明與問卷是否一致或有定義進行核對或修改。
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