連結與切割：延伸性認同模式的釐清與驗證

Abstract

在社會心理學與組織行為領域中，認同的研究將認同與不認同視為單一向度的兩極概念，直到Elasbach（1999）提出延伸性認同模式才將兩者視為不同的兩個向度，認同表示「連結依附」；不認同表示「主動切割」，而此兩向度可以區分出四種認同類型。但這樣的想法仍停留在理論論述的階段，缺乏實證資料的支持。此外，過去的研究多聚焦於團體層次的組織認同，鮮少討論人際層次的關係認同，因此，本研究將在人際層次上，驗證延伸性認同模式的效度。以289位台灣大學修習普通心理學的學生為研究樣本，探討個體對他人認同類型與正負向人際互動的關係，結果發現：（1）關係認同與關係不認同各自代表連結與切割，是兩個不同的心理構念。因此，同時考量認同與不認同是有其必要的；（2）整體而言，關係認同對人際互動具有正向影響，而不認同則具有負向影響；（3）關係不認同是一個較直接且明確的關係判斷方式，對人際互動的影響力也較關係認同大；（4）透過此兩個連續向度可以區分出關係認同、不認同、矛盾認同及無認同，各自具有獨特的心理特質與行為表現。最後，針對本研究的主要研究發現與研究限制進行討論，並說明本研究之未來研究方向與管理實務意涵。

In I/O psychology field, identification and disidentification always thought as a unipolar conception. Until Elasbach(1999) propose the extended model of identification. He argue that identification means connect and attachment; disconnection means separation and segment. This two dimensions can discriminate four kinds of people. But this model still in theoretical debate, and have no evidence to support this argument. Moreover, past study was focused on organizational level (organizational identification), the interpersonal level had out of consideration for a long time. For this theoretical gap, the aim for this paper is to test and verify the reliability of expanded model of identification at interpersonal level.Sampling from 289 students in NTU, the result showed that (1) Identification and disidentification are different psychological concept which means connect and segment. (2) In general, identification has positive effect for personal interaction; disidentification has negative effect. (3) Disidentification is a definitely definition for relationship, and has much effect for interpersonal interaction. (4) This four types of identifications (identification, disidentification, ambivalence identification, nonidentification) has unique psychology state and behavior pattern. Implications for managers and future relation identification research are discussed.