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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 鄭伯壎(Bor-Shiuan Cheng) | |
dc.contributor.author | Chiao-Ling Shen | en |
dc.contributor.author | 沈家鈴 | zh_TW |
dc.date.accessioned | 2021-05-20T21:43:57Z | - |
dc.date.available | 2012-08-17 | |
dc.date.available | 2021-05-20T21:43:57Z | - |
dc.date.copyright | 2010-08-17 | |
dc.date.issued | 2010 | |
dc.date.submitted | 2010-08-10 | |
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dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/10615 | - |
dc.description.abstract | 過去的組織情緒研究,多認為部屬情緒是由特定的工作環境或領導行為所引發,強調環境與領導者對部屬情緒反應的影響,卻忽略部屬自身對刺激事件主動認知評估的重要性。因此,本研究採取情緒的認知觀點,同時考量華人文化、社會教化與上下及水平不同關係對象,對認知歸因與情緒的影響,探討部屬面對負面工作事件時,其歸因焦點(內在歸因與外在歸因)如何影響其負向情緒(羞恥、罪惡感、憤怒)。研究收集80位不同產業的企業員工之樣本,結果發現:(1)部屬面對負面工作事件時,其羞恥情緒反應都會高過於罪惡感情緒反應;(2)當部屬將負面工作事件的歸因焦點歸諸於自己以外的外在因素,且不歸諸於自己以內的內在因素時,部屬的憤怒情緒反應會高過於羞恥與罪惡感情緒反應;除此類型之外的其他歸因情境,部屬的羞恥情緒反應都會高過於憤怒與罪惡感情緒反應;(3)部屬面對與主管互動的負面工作事件,其羞恥情緒反應會高於與同事的負面工作事件。最後,針對本研究的主要研究發現與研究限制進行討論,並提出未來研究方向與管理實務意涵的建議。 | zh_TW |
dc.description.abstract | In the past researches of emotion in organization, subordinate’s emotion is often believed to be induced by certain leadership behaviors or work environment. These researches stress the effect of environment and leadership on subordinate’s emotional reaction and ignore the importance of subordinate’s cognitive evaluation mechanism on stimuli. Thus, this study takes a cognitive emotion approach and considers the effect of Chinese culture, social cultivation, and both vertical and horizontal relationship targets on cognitive attribution and emotion, to investigate how subordinate’s locus of causality (internal attribution and external attribution) influences his or her negative emotion (shame, guilt, and anger) when encountering negative work incidents. 80 employees from different industries participated in this study, and their result was analyzed and found that: (a) Subordinates tend to feel more shameful than guilty when encountering negative work incidents; (b) subordinates tend to show more anger than shame and guilt when they have external attribution on negative work incidents; otherwise, they tend to show more shame than anger and guilt; and (c) subordinates are more likely to have shameful reaction when interacting negatively with supervisors than with co-workers. Lastly, contributions and limitations are discussed, and suggestions are provided for future studies and managerial practices in Chinese organizations. | en |
dc.description.provenance | Made available in DSpace on 2021-05-20T21:43:57Z (GMT). No. of bitstreams: 1 ntu-99-R93227118-1.pdf: 1507354 bytes, checksum: c908888dad94420f5ffce02ea3ac81cd (MD5) Previous issue date: 2010 | en |
dc.description.tableofcontents | 第一章 緒論 1
第二章 文獻回顧 7 第一節 組織情感 7 第二節 負向情緒 16 第三節 華人的社會文化 27 第四節 負面工作事件下的歸因焦點與負向情緒反應 33 第三章 研究方法 43 第一節 研究樣本 43 第二節 研究工具 45 第三節 研究程序 50 第四節 資料分析 51 第四章 研究結果 55 第一節 認知歸因、互動對象與負向情緒反應 55 第二節 歸因類型與負向情緒反應 57 第五章 討論與建議 63 第一節 結果討論 64 第二節 研究貢獻 66 第三節 研究限制 68 第四節 未來研究方向 69 參考文獻 71 附錄一 研究問卷 81 附錄二 故事腳本驗證問卷 95 附錄三 正式研究之故事腳本實驗操弄效果檢驗 107 附錄四 負向情緒反應之相關分析結果表 109 | |
dc.language.iso | zh-TW | |
dc.title | 部屬的歸因焦點與負向情緒反應 | zh_TW |
dc.title | Subordinates' Locus of Causality and Negative Emotion | en |
dc.type | Thesis | |
dc.date.schoolyear | 98-2 | |
dc.description.degree | 碩士 | |
dc.contributor.oralexamcommittee | 任金剛(Chin-Kang Jen),周麗芳(Li-Fang Chou) | |
dc.subject.keyword | 歸因,歸因焦點,內在歸因,外在歸因,羞恥,罪惡感,憤怒, | zh_TW |
dc.subject.keyword | attribution,locus of causality,internal- external dimension,shame,guilt,anger, | en |
dc.relation.page | 111 | |
dc.rights.note | 同意授權(全球公開) | |
dc.date.accepted | 2010-08-10 | |
dc.contributor.author-college | 理學院 | zh_TW |
dc.contributor.author-dept | 心理學研究所 | zh_TW |
顯示於系所單位: | 心理學系 |
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