社會破壞是一種企圖阻礙他人的行為。長時間下來會破壞他人建立和保持正向人際關係的能力、工作相關的成功和良好的聲譽。社會破壞屬於職場上的負面行為，對於任何職業的員工皆會造成影響，特別針對員工在職場上的表現、自信心以及生產率等方面。在現今社會中，社會破壞的頻率有逐漸提高的趨勢，同時此議題也更加受到重視。在主管社會破壞的情況下，員工為首要受害者，因此，本研究探討主管社會破壞、員工自我效能與員工憂鬱三者之關係。本研究採用匿名式問卷調查法，研究樣本來自於24間企業中的在職員工。回收問卷為333份，其中有效問卷為313份，有效問卷回收率為93.99%。本研究結果如下：
1.主管社會破壞與員工憂鬱呈正相關。
2.主管社會破壞與員工自我效能呈負相關。
3.員工自我效能與員工憂鬱呈負相關。
4.主管社會破壞經由員工自我效能之部分中介影響員工憂鬱。
本研究討論研究發現在理論及管理實務上的意涵，同時對未來的研究方向提出建議。
Social-undermining is defined as a behavior intended to hinder important messages. This behavior may sabotage the establishment and maintenance of employees’ positive interpersonal relationship, work-related success, and favorable reputation in their jobs. Social-undermining plays an important role in every professional field. In particular, it also significantly impacts on employees’ individual performance, confidence and productivity in the workplace. Researchers have been studying the behavior of social-undermining due to its increase and importance in the recent years.
The purpose of this study is to examine the mediating effect on the relationship between supervisor’s social undermining and employees’ depression. The study is based on the anonymous questionnaires collected from the samples of 313 employees in 24 companies. The valid response rate is 93.99% and the results are summarized as follows:
1. Supervisor’s social undermining is positively related to employees’ depression.
2. Supervisor’s social undermining is negatively related to employees’ self-efficacy.
3. Employees’ self-efficacy is negatively related to employees’ depression.
4. The effect of employees’ self-efficacy partially mediates the relationship between supervisor’s social undermining and employees’ depression. This study discusses the implications for theories and managerial practices, and suggestions for the future study.
