說得不好，不如不說？差勁建言到招致排拒的影響歷程：社會尺標理論觀點

Abstract

本研究旨在運用社會尺標理論的觀點，以探討同事差勁建言的兩個面向（差勁建言品質、差勁建言態度），是否分別透過關係價值的兩個維度（判斷同事能力不足、判斷同事友善不足）來影響個人對同事的排拒行為，並探究個人與同事的相對權力如何調節上述歷程。本研究採用事件為基礎的問卷調查法，收集台灣企業組織中共375位在職員工的問卷資料。結構方程模式分析結果顯示：判斷同事能力不足，會中介差勁建言品質與排拒行為的關係；判斷同事友善不足，會中介差勁建言態度與排拒行為的關係。此外，同事相對權力，會弱化判斷同事能力不足的中介效果。研究結果之意涵、理論與實務貢獻、研究限制與展望，將於本文的最後提出討論或反思。

Based on the framework of sociometer theory, the current study tends to explore whether the relationships of poor voice (i.e., poor voice quality and poor voice attitude) and employee's ostracism are mediated by the relation values of incompetence and disagreeableness, as well as investigate whether the co-worker's relative power moderates above relationships. The current study used the event-based survey to collect a sample of 375 employees in Taiwanese enterprises. The results of structural equation modeling showed that making incompetence judgments of the co-worker mediates relationship between poor voice quality and employee’s ostracism. Also, making disagreeableness judgments of the co-worker mediates the relationship between poor voice attitude and employee’s ostracism. Additionally, the co-worker’s relative power moderates the mediating effect of making incompetence judgments of the co-worker. Research findings, theoretical and practical implications, limitations, and future research directions are discussed.