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研究生: 林佩儒
Pei-Ju Lin
論文名稱: 工作抱怨量表編修與應用之研究
The Revision and Application of Work Complaint Scale
指導教授: 謝亦泰
Yi-Tai Seih
口試委員: 張譯尹
Yi-Yin Chang
黃美慈
Mei-Ci Huang
學位類別: 碩士
Master
系所名稱: 管理學院 - 企業管理系
Department of Business Administration
論文出版年: 2020
畢業學年度: 108
語文別: 中文
論文頁數: 64
中文關鍵詞: 工作抱怨抱怨行為因應策略量表編修五大人格
外文關鍵詞: Work Complaint, Complaining Behavior, Coping Strategies, Scale Revision, The Big Five Personality Model
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  • 抱怨是日常生活中相當常見的行為,而在繁忙的新世代,工作和生活已經是密不可分,從日常對話和社群軟體不時可接收到關於工作抱怨的訊息。然而,回顧過去與抱怨行為相關之研究,卻鮮少聚焦在工作抱怨這個議題上,更沒有相關的測量工具。因此本論文的研究目的為編修出工作抱怨量表,以探討不同類型的工作抱怨對於員工和企業有何影響。本研究以Kowalski (1996) 所發表的人際行為抱怨傾向量表為基礎,結合因應策略(Coping Strategies) 和Kowalski所提出抱怨的型態,將工作抱怨區分成情緒型工作抱怨及工具型工作抱怨,並編修出工作抱怨量表。本研究樣本透過Mechanical Turk平台,採線上問卷方式蒐集,共得231份有效樣本。本論文在進行信效度檢驗後得到研究結果如下:工作抱怨量表分為兩因素,分別是情緒型工作抱怨及工具型工作抱怨。量表總題數共有10題,其Cronbach’s α係數為0.893。此外,情緒型工作抱怨顯著影響員工的工作表現,如員工若傾向情緒型工作抱怨時,則可能導致其工作滿意度降低,組織歸屬感降低,離職意願提升等現象。而在五大人格特質方面,外向性、勤勉審慎性、情緒穩定性、經驗開放性人格與工具型工作抱怨呈現正向相關;親和性、情緒穩定性人格和情緒型工作抱怨呈現負向相關。

    關鍵字:工作抱怨、抱怨行為、因應策略、量表編修、五大人格


    Complaining behavior is a social phenomenon that is frequently seen in daily life. Work complaints can be received from daily conversations and social media. However, the previous literature related to complaint mostly focused on consumer complaints rather than work complaints. Besides, there is no measurement tool for work complaints. Therefore, the purpose of this study is to revise a work complaint scale and explore how different types of work complaints affect employees and companies. According to the concept of Coping Strategies and the types of complaints which propounded by Kowalski, this study revised the Complaining Propensity Scale (Kowalski, 1996) to Work Complaint Scale and classified work complaints into emotional work complaints and instrumental work complaints.
    The major findings of the current study were as follows:
    1. The Work Complaint Scale is divided into two factors, emotional work complaints and instrumental work complaints. The total number of questions on the work complaint scale is ten, and The Cronbach's α of the scale is 0.893.
    2. Emotional work complaints significantly affect employees' work performance. If employees tend to have emotional work complaints, it may lead to a reduction in their job satisfaction, and an increase in turnover intention.

    Keywords:Work Complaint, Complaining Behavior, Coping Strategies, Scale Revision, The Big Five Personality Model

    中文摘要...................................................................... I ABSTRACT..................................................................... II 致謝......................................................................... III 目錄......................................................................... IV 表目錄....................................................................... VI 圖目錄........................................................................VII 第一章 序論.................................................................. 1 第二章 文獻探討.............................................................. 3 第一節 現有抱怨文獻:顧客抱怨行為............................................. 3 第二節 人際相關抱怨.......................................................... 7 第三節 人際抱怨量表不足處.................................................... 12 第四節 理論推導............................................................ 14 第五節 研究問題............................................................ 18 第三章 研究方法............................................................ 20 第一節 量表編修過程........................................................ 20 第二節 研究對象與抽樣過程.................................................. 21 第三節 研究變項定義........................................................ 23 第四章 研究結果............................................................ 28 第一節 樣本基本資料........................................................ 28 第二節 量表因素分析........................................................ 30 第三節 信效度檢驗.......................................................... 33 第五章 研究結論與建議...................................................... 37 第一節 研究結論........................................................... 37 第二節 學術貢獻與實務意涵.................................................. 41 第三節 研究限制與未來研究建議.............................................. 43 參考文獻..................................................................... 45 附錄......................................................................... 49

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