The Study of the relationship between Workplace Bully and Job Involvement－the moderating effects of Locus of control and Job Identity

• Main Authors: LIN,WAN-WEN, 林宛玟
• Other Authors: LIN,SHU-HUEI
• Format: Others
• Language: zh-TW
• Published: 2016
• Online Access: http://ndltd.ncl.edu.tw/handle/g499nq

碩士 === 國立中正大學 === 勞工關係研究所 === 104 === 　　This research reports a study aimed at investigating the relationship between workplace bullying, job involvement, locus of control and job identity. The study was conducted with anonymous web-based and paper-based questionnaires. The questionnaires were administered to current job-holders with supervisors or peers regardless of their industries, regions, or positions. 511 questionnaires were distributed and 402 valid questionnaires were returned; the effective response rate was 87.58%. The analysis used SPSS and AMOS statistical software to construct and verify the hypothetical model with the methods of Descriptive Statistics, Confirmatory Factor Analysis (CFA), analysis of correlation, one-way ANOVA, Hierarchical Regression Analysis. 　　The result found that workplace bullying and job involvement were not significantly correlated, however, other variables must be taken into account in the comprehensive analysis. Disregarding the level of workplace bullying, people with lower tendency toward internal locus of control did not show any evident difference in their job involvement. However, people with higher tendency toward internal locus of control would have an enhanced job involvement under high level of workplace bullying. This suggests if people have high enough tendency toward internal locus of control, they can keep their personality of internal locus of control to face workplace bullying. Hence, it is believed that internal locus of control could reduce the negative effects caused by workplace bullying. In this case, job identity was not found to have significant effects on workplace bullying and job involvement. In other words, when workplace bullying take place, it would causes a negative organization atmosphere and an unsafe workplace. No matter what policies an organization makes to promote job identity, they cannot improve negative behaviors of their employees.