華人組織中的人際壓力源：概念分析、心理歷程及影響效果

Abstract

近年來，隨著職場健康心理學研究的興起，工作壓力議題持續受到組織行為研究學者的高度關注。然而，過去研究焦點仍多放在工作特性所帶來的壓力源進行研究，但是瞭解人際壓力源的內涵與影響對於華人組織中的工作者而言更顯重要。對於華人組織中的工作者而言，處理人際間的議題通常是華人工作者的首要任務，人際互動上若無法處理得宜將會造成壓力感受，使得工作難以進行。儘管人際壓力源研究開始累積了一些成果，但過去的研究多屬於複製型研究，未能考量華人文化價值的影響，便可能忽略了華人組織中情境特定的壓力源。可惜，至今仍無系統性發展的華人組織中之人際壓力源研究。有鑑於此，本研究將進行三項系列研究，試圖瞭解華人組織中人際壓力源的重要意涵，據以發展華人組織中人際壓力源概念與衡量工具，並分析其對於個人工作效能與身心健康的影響歷程。首先，本研究將使用歸納研究取徑，來釐清華人組織中的人際壓力源概念，並提出適切之衡量工具；其次，針對新發展之人際壓力源量表，檢驗其信、效度，以確立人際壓力源量表的適切性；最後，檢驗人際壓力源的邏輯概念關聯網。研究結果發現，華人組織中存在與西方所述不同之人際壓力源構念，而人際壓力源會對員工效能與身心健康帶來負面影響，此壓力反應歷程會受到集體主義文化價值的調節。整體而言，本研究釐清了華人組織中人際壓力源的重要構念，並提供了具有良好信、效度的衡量工具，且彰顯了納入文化因子於人際壓力源研究的必要性與重要性。奠基於此系列研究，方能有助於未來相關研究的發展。

Job stress is still an important topic in organizational behavior research. However, most previous researchers focused on viewing work itself as the central source of job stress, but understanding the meaning and influence of interpersonal stressors is more important than job stressors for Chinese workers. In the Chinese context, workers have to view interpersonal issues as the primary task. If they cannot properly deal with an interpersonal problem, it will be difficult for them to complete their job tasks. Although some researchers have conducted studies about interpersonal stressors in the Western context, the results cannot be generalized to non-Western societies. Researchers have suggested that considering cultural values in interpersonal stressor research is a critical factor to solve this dilemma. Yet, there has been no systematic interpersonal stressor study. Thus, this study adopts an inductive approach to offer a comprehensive definition of interpersonal stressors in Confucius-based societies. In three interconnected studies, both quantitative and qualitative methods are used to explore the constructs of interpersonal stressors in Chinese organizations, develop and test a new instrument to measure interpersonal stressors, demonstrate its incremental validity, and examine the nomological network. The findings revealed context-specific interpersonal stressors in Chinese organizations. Additionally, interpersonal stressors were negatively related to employees’ performance and health. This stress response process of interpersonal stressors could be moderated by collectivism. Overall, this study clarifies the constructs of Chinese workers’ interpersonal stressors and develops a new measurement tool. It also demonstrates the importance of considering cultural values when exploring interpersonal stressors. Finally, theoretical contributions and managerial implications are discussed, and limitations and suggestions for future studies are mentioned.