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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 吳宗祐(Tsung-Yu Wu) | |
| dc.contributor.author | Hua-Ting Weng | en |
| dc.contributor.author | 翁華廷 | zh_TW |
| dc.date.accessioned | 2023-03-19T22:24:29Z | - |
| dc.date.copyright | 2022-10-14 | |
| dc.date.issued | 2022 | |
| dc.date.submitted | 2022-09-02 | |
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/84764 | - |
| dc.description.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。 | zh_TW |
| dc.description.abstract | 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. | en |
| dc.description.provenance | Made available in DSpace on 2023-03-19T22:24:29Z (GMT). No. of bitstreams: 1 U0001-0109202211064400.pdf: 2869876 bytes, checksum: adcbdb5bb4c94a6246d1d5f6d5df3ffc (MD5) Previous issue date: 2022 | en |
| dc.description.tableofcontents | 目次 口試委員會審定書 i 誌謝 ii 中文摘要 iii 英文摘要 iv 第一章 緒論 1 第二章 文獻回顧 8 第一節 差勁建言 8 第二節 社會尺標理論 15 第三節 差勁建言的影響歷程 20 第四節 同事相對權力 28 第五節 研究架構 32 第三章 研究方法 34 第一節 研究程序 34 第二節 研究樣本 36 第三節 研究工具 39 第四節 分析策略 43 第四章 研究結果 46 第一節 初步分析 46 第二節 假設驗證 50 第五章 討論 57 第一節 結果討論 57 第二節 理論貢獻 60 第三節 實務貢獻 62 第四節 研究限制 64 第五節 未來研究方向 67 第六節 結論 70 參考文獻 71 附錄 83 附錄一 第一階段問卷（事件相關） 83 附錄二 第二階段問卷（個人相關） 90 表目次 表 1 樣本背景資料分析 37 表 2 各變項之描述統計、內部一致性及相關係數 47 表 3 驗證性因素分析之各模型比較結果（N = 375） 49 表 4 SEM非標準化迴歸係數 53 表 5 蒙特卡羅中介效果驗證 54 表 6 調節式中介效果驗證 54 表 7 研究假設結果彙整 56 圖目次 圖 1：預期同事相對權力對於判斷同事關係價值不足與排拒行為之交互作用圖 31 圖 2 ：研究架構圖 33 圖 3：同事相對權力對於判斷同事能力不足與排拒行為之交互作用圖 55 | |
| dc.language.iso | zh-TW | |
| dc.subject | 關係價值 | zh_TW |
| dc.subject | 社會尺標理論 | zh_TW |
| dc.subject | 相對權力 | zh_TW |
| dc.subject | 排拒行為 | zh_TW |
| dc.subject | 差勁建言 | zh_TW |
| dc.subject | relative power | en |
| dc.subject | poor voice | en |
| dc.subject | relation value | en |
| dc.subject | ostracism | en |
| dc.subject | sociometer theory | en |
| dc.title | 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 | zh_TW |
| dc.title | Is No Words Better Than Poor Words? Poor Voice and Ostracism: The Perspective of Sociometer Theory | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 110-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 郭建志(Chien-Chih Kuo),鄭伯壎(Bor-Shiuan Cheng) | |
| dc.subject.keyword | 差勁建言,關係價值,排拒行為,社會尺標理論,相對權力, | zh_TW |
| dc.subject.keyword | poor voice,relation value,ostracism,sociometer theory,relative power, | en |
| dc.relation.page | 94 | |
| dc.identifier.doi | 10.6342/NTU202203051 | |
| dc.rights.note | 同意授權(限校園內公開) | |
| dc.date.accepted | 2022-09-02 | |
| dc.contributor.author-college | 理學院 | zh_TW |
| dc.contributor.author-dept | 心理學研究所 | zh_TW |
| dc.date.embargo-lift | 2024-09-01 | - |
| 顯示於系所單位： | 心理學系 | |
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