忍一時風平浪靜，退一步海闊天空？華人組織中的人際壓力因應

Abstract

過去研究發現華人組織中存在與西方組織不同的人際壓力源，對於員工的身心健康具有負面影響，因此工作者如何因應人際壓力源是甚為重要的議題。雖然，過去研究已初步探討華人的壓力因應策略，但華人工作者如何因應人際壓力源仍然是不清楚、需要進一步釐清的。鑒於上述問題，本研究將進行三項系列研究以探討華人組織中的人際壓力因應意涵。首先，研究一（N = 184）採取歸納研究取徑，透過關鍵事例法釐清華人組織中的人際壓力因應概念，並發展衡量工具；第二，研究二（N = 237）針對新發展的量表進行驗證性因素分析以確認量表的構念效度；最後，研究三（N = 170）根據互動歷程模式的觀點，以多層次模型探討華人人際壓力因應與其前因及後果的關係。研究結果發現，華人工作者在面對人際壓力源時存在與過去研究發現不同之因應方式，本研究提出華人人際壓力因應雙向度模式加以解釋，此外，研究結果亦顯示事件層次的相對權力評估、關係品質評估與個人層次的和諧動機對於人際壓力因應方式具有不同預測效果。綜觀而論，本研究釐清了華人組織中的人際壓力因應構念，有關研究結果之意涵、實務應用、研究限制與未來研究方向，也在最後提出討論。

Previous research has shown that there are context-specific interpersonal stressors in Chinese organizations, which are negatively related to employee health. However, the issue regarding how Chinese workers cope with these interpersonal stressors is still unclear, warrenting further clarification. Thus, I conduct three studies to clarify this issue. Study 1 adopts an inductive approach (N = 184) to explore the content of interpersonal stress coping in Chinese organizations and develop a new survey measure for Chinese interpersonal stress coping. Study 2 uses confirmatory factor analysis (N = 237) to examine construct validity. Study 3 draws on transactional process model and explores the relationships between interpersonal stress coping and its antecedents and outcome with multilevel model (N = 170). Results suggest that Chinese workers showed specific coping strategies in interpersonal context, which differs from previous research findings. I propose a two-dimension model to explain these coping behaviors. Moreover, the results also show that relative power appraisal and relationship quality appraisal in event-level and harmony motives in individual-level were related to different ways of interpersonal stress coping. Overall, this study explores the content of interpersonal stress coping in Chinese organizations. I discuss the research findings, managerial implicaitons, limitations and directions for future research in the end.