隨著勞工意識的抬頭、就業市場對職場氣氛的重視，關於職場霸凌的議題逐漸升溫。現代企業所處的環境相當複雜且變動快速，加上員工間的競爭和工作壓力遽增的狀況下，都容易導致主管、同事、下屬間的摩擦衝突也隨之升高，甚至導致職場霸凌的發生。職場霸凌的影響相當廣泛，除了影響員工身心健康外，也會影響團隊的績效及氣氛，甚至影響組織間的風氣而使企業的經營產生問題。過去關於職場霸凌的前因變項多將矛頭指向個人特質以及職場環境等因素，對於職場上人際技巧的研究卻相當少見，然而職場上的人際互動與霸凌也是息息相關的。因此本研究從探討個人政治技能以及主管與部屬關係品質的角度切入了解其與職場霸凌之關聯。
本研究採問卷調查方式收集資料，共計發放228份問卷，最後有效樣本數為216份，回收率為94.7%。經過分析結果顯示：（一）政治技能與職場霸凌呈現顯著負相關。（二）政治技能與主管部屬關係品質呈現顯著正相關。（三）主管部屬關係品質與職場霸凌呈現顯著負相關。（四）主管部屬關係品質對於政治技能與職場霸凌之間的關係具部分中介效果。根據研究結果，本研究管理實務上分別對員工、主管與組織提出建議，以期降低職場霸凌的危害。最後職場霸凌的成因相當複雜，因此建議未來研究可以從不同角度，如組織、主管甚至是霸凌者的方面切入，提供職場霸凌的研究更廣泛且深入的了解。

With the rise of labor consciousness and the emphasis on the workplace atmosphere in the job market, the issue of workplace bullying has been called more attention to the society. The influence of workplace bullying is quite extensive. For example, it would affect the physical and mental health of employees as well as the performance and atmosphere of the team. Besides, it could affects the output and teamwork of the organization, which causes problems of the operation in the company. In the past, the antecedents of workplace bullying focus on personal characteristics and workplace environment. The researches on interpersonal skill and relationship in the workplace are rare. However, interpersonal interaction in the workplace is closely related to workplace bullying. Therefore, this study investigate the relationship between personal political skills and the Supervisor-Subordinate Relationship Quality.
Present study received 216 effective questionnaires. The results show that: (1) Political skills will significantly negatively relate to workplace bullying. (2) Political skills will significantly positively relate to Supervisor-Subordinate Relationship Quality. (3) Supervisor-Subordinate Relationship Quality will significantly negatively relate to workplace bullying. (4) Supervisor-Subordinate Relationship Quality will partially mediate the relationship between political skills and workplace bullying.

論文審定書…………………………………………………………………………….i
誌謝…………………………………………………………………………….ii
中文摘要…………………………………………………………………………….iii
Abstract…………………………………………………………………………….iv
目錄…………………………………………………………………………….v
圖次…………………………………………………………………………….vii
表次…………………………………………………………………………….viii
第一章 緒論…………………………………………………………………………….1
第一節 研究背景…………………………………………………………………………….1
第二節 研究動機…………………………………………………………………………….2
第三節 研究目的…………………………………………………………………………….3
第二章 文獻探討…………………………………………………………………………….4
第一節 職場霸凌…………………………………………………………………………….4
第二節 政治技能…………………………………………………………………………….13
第三節 主管與部屬關係品質…………………………………………………………………………….17
第三章 研究方法…………………………………………………………………………….22
第一節 研究架構…………………………………………………………………………….22
第二節 研究假設…………………………………………………………………………….23
第三節 研究流程…………………………………………………………………………….23
第四節 研究樣本…………………………………………………………………………….25
第五節 研究工具…………………………………………………………………………….27
第六節 資料分析…………………………………………………………………………….29
第四章 研究結果…………………………………………………………………………….31
第一節 描述性統計分析…………………………………………………………………………….31
第二節 變項間之相關分析…………………………………………………………………………….32
第三節 背景變項差異分析（t檢定）…………………………………………………………………………….34
第四節 背景變項差異分析（ANOVA）…………………………………………………………………………….37
第五節 變項之迴歸分析…………………………………………………………………………….39
第五章 結論與建議…………………………………………………………………………….43
第一節 結論…………………………………………………………………………….43
第二節 管理意涵與實務建議…………………………………………………………………………….46
第三節 研究限制與未來研究建議…………………………………………………………………………….48
參考文獻…………………………………………………………………………….50
一、中文部分…………………………………………………………………………….50
二、英文部分…………………………………………………………………………….50
附錄…………………………………………………………………………….62

一、中文部分
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