| 摘要: | 研究背景、研究問題及研究目的 工作場所之社會破壞(social undermining)是指長期企圖阻礙他人建立及維持正面人際關 係的能力、工作相關的成功以及良好聲譽的行為(Duffy, Ganster and Pagon, 2002)。工作場所之 社會破壞其相關研究主要聚焦在兩個趨勢：(1)探討主管、同事或群體的社會破壞對受害者及 組織的不利影響(e.g. Duffy et al., 2002; Duffy, Ganster Shaw, Johnson and Pagoh, 2006)；(2)探討 導致社會破壞的因素(e.g. Duffy, Scott, Shaw, Tepper and Aquino, 2012;Greenbaum, Mawritz and Eissa, 2012)，這兩個研究趨勢分別由主管、同事或群體的觀點探討社會破壞的前因及後果變 數，固然有助於了解組織中社會破壞的部分樣貌，然而尚缺乏研究以關係交換(relational exchange)的觀點了解主管與部屬的交換關係如何影響社會破壞行為。 關係規範(relational norm)是關係交換的核心(Macneil, 1980)，是指關係交換雙方對於共 享行為的預期(Macneil, 1980; Valta, 2013)，主管與部屬存在著交換關係(exchange relation)及互 動行為(Transaction act)，主管若預期他與目標部屬的關係相當重要時(一種關係規範)，他為了 維持此一關係，可能降低其對目標部屬的社會破壞(一種互動行為)，然而關係規範如何影響 主管社會破壞的研究尚有所缺乏。 挫折-侵犯理論(Dollard, Doob, Miller, Mower, and Sears, 1939)指出個人會轉移他的挫折 到其他的人，當目標部屬受到主管的社會破壞時將產生挫折，基於主管的地位，部屬將無法 將挫折轉移給主管，此時可能將挫折轉移給其他的同事，因而從事社會破壞，因此主管社會 破壞可能促成部屬對同事的社會破壞，然而相關研究尚付之闕如。 雖然主管社會破壞可能導致部屬的社會破壞，然而部屬可能不全然採取社會破壞行 為，因為社會破壞可能導致他們與同事的緊張關係，社會學習理論(social learning theory) (Bandura, 1973)指出情境因素可能影響個人對於威脅知覺的反應，報復恐懼(情境因素)可能影 響個人對於威脅知覺，因此可能是一個干擾變數。 本研究的主要目的在探討關係規範如何影響主管社會破壞進而影響部屬社會破壞，同 時了解報復恐懼的干擾效果，期望對於社會破壞的文獻及管理實務應有所貢獻。 研究方法： 擬採用多種來源的研究對象，樣本不但來自多種行業的各種組織，同時分別對目標 部屬、他們的同事以及直屬上司收集資料，將透過網路問卷調查方式進行。所有量表皆採 用國外現有具信度與效度之量表，並將於翻譯後請三位相關領域的學者先行進行表面及內 容效度之審查後再從事預試。採用驗證性因素分析檢驗效度，以 Cronbach’α檢驗信度，並 採用 Edwards and Lambert (2007)的程序，分析整體的干擾中介模式以檢驗研究假設。 研究重要性與預期貢獻： 本研究探討關係規範及報復恐懼如何影響主管及部屬社會破壞，以彌補現有文獻的 不足，整合關係規範及社會破壞的兩個研究領域。實務上，協助組織、主管及部屬如何降 低工作場所的社會破壞以提升個人的身心健康、績效及組織效能。
Research background, problems and purposes: The workplace-related social undermining referred to “behavior intended to hinder, over time, the ability to establish and maintain positive interpersonal relationships, work-related success, and favorable reputation” (Duffy, Ganster and Pagon, 2002). Studies of the workplace-related social undermining have focused on two main streams: (1) to explore how supervisor and co-worker social undermining negatively affect the victim and the organization (e.g. Duffy et al., 2002; Duffy, Ganster Shaw, Johnson and Pagoh, 2006); (2) to explore the factors influencing social undermining (e.g. Duffy, Scott, Shaw, Tepper and Aquino, 2012; Greenbaum, Mawritz and Eissa, 2012). Both streams explored antecedent and consequence variables of social undermining from supervisor, co-worker or group perspective respectively. These studies are useful to understand parts of the profile of social undermining in work place. However there is a lack of studies from relational exchange perspective to understand how the relational exchange between supervisor and subordinate affect social undermining. Relational norm lie at the core of relational exchange (Macneil, 1980). It referred to expectations about behavior that at least the exchange partners share (Macneil, 1980; Valta, 2013). Both exchange relations and transaction acts exist between supervisors and subordinates. If supervisors expected the relations between him and target subordinate are important (a relational norm), they, to maintain this relationship, possibly reduce social undermining on the subordinate ( a transaction act). However, the study that explores how relational norm affect social undermining is still lacking. Frustration-aggression theory (Dollard, Doob, Miller, Mower, and Sears, 1939) pointed out that individuals displace their frustration on other targets. Target subordinates of social undermining from supervisors will be frustrated. Because they are unable to displace their frustration back on their supervisor, they may displace their frustration on co-workers and thus engage in social undermining. Therefore, supervisor social undermining may contribute to subordinate social undermining. However, related studies are still lacking. While supervisor social undermining may result in subordinate social undermining, the subordinate may not totally engage in social undermining in turn because social undermining could lead to strains with their targets. Social learning theory (Bandura, 1973), point out that context factor may affect individual response to the perception of threat. Fear of retaliation (a context factor) may influence individual perception of threat and thus may be a possible moderator. The main purpose of this study was to explore how relational norm affect subordinate social undermining through supervisor social undermining, and the moderating role of fear of retaliation. It is hoped to contribute to the literature and management practices of the social undermining. Research methods: The samples will be drawn from multiple sources, including a variety of professional organizations. Data will be collected from subordinates, their co-workers and immediate supervisors via the online survey. Measures will use existent questionnaires with high reliability and validity. They will be translated into Chinese version. Three scholars will examine the face and content validity and a pretest will be followed. This study will use confirmatory factor analysis to examine validity and Cronbach’α to check reliability of scales. The analysis procedures suggested by Edwards and Lambert (2007) will be used to analyze the moderated mediation model in order to examine hypotheses. Research importance and expected contributions: This study explore how relational norm and fear of retaliation influence supervisor and subordinate social undermining and therefore to expand the extant literature of relational norm and social undermining. In managerial practice, this study helps organization, supervisor and subordinate to understand how to reduce workplace-related social undermining in order to enhance the individual well-being and the performance of organization. |
