Responsive image
博碩士論文 etd-0703120-135018 詳細資訊
Title page for etd-0703120-135018
論文名稱
Title
透過社會網絡分析法探索組織員工間情緒勒索強度對離職傾向之影響:以海運承攬業為例
Using social network analysis to explore the impact of the intensity of emotional blackmail among organizational employees on turnover intentions:Taking the Ocean Freight Forwarders
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
99
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2020-07-22
繳交日期
Date of Submission
2020-08-03
關鍵字
Keywords
離職傾向、社會網絡分析、情緒勒索、海運承攬業、Gephi
Emotional Blackmail, Turnover Intention, Social network Analysis, Gephi, Ocean Freight Forwarders
統計
Statistics
本論文已被瀏覽 5832 次,被下載 159
The thesis/dissertation has been browsed 5832 times, has been downloaded 159 times.
中文摘要
近年來情緒勒索日趨被廣泛探討,因數位世代對於人際互動越來越不善應對,而人們為了達到自身利益便會利用恐嚇威脅之話語去迫使對方妥協,此種情況在職場上更是常見。再深入到產業面,由於臺灣地理位置四面環海之關係,經濟發展仰賴進出口貿易,航運業中又屬海運承攬業為大宗,在這競爭激烈的海運承攬業中,情緒勒索如何影響員工離職傾向將是一個重要的議題。
本研究透過社會網絡分析及質性研究之訪談的方式,先透過Gephi來瞭解組織內部成員間的互動關係與組織內部網絡的分布情形找出關鍵人物,並繪製出網絡圖,透過網絡圖發現組織內部情緒勒索的路徑及離職傾向的發生。再進一步將主管及員工階層做控制,深入探討主管間與員工間情緒勒索的來源及離職傾向是否有異同,最後透過兩次的半結構式訪談結果作為輔佐論述。研究結果顯示,情緒勒索不再是主管的權力,員工間因利益關係的影響更容易發生情緒勒索現象進而影響離職傾向,本研究試圖將其彙整並歸納出組織內情緒勒索及離職傾向的原因和理由,並給予相關實務建議。
Abstract
Recently, emotional blackmail has been discussed more and more extensively, as interpersonal interaction is alienated in the digital age and people are used to making others compromised by threatening words for their own being, which is pretty common in the workplace. What’s more, when the industry is concerned, we’re going to discuss how emotional blackmail has an impact on the turnover rate in the industry of ocean freight forwarders as shipping is a main industry in Taiwan, a country surrounded by ocean and relying on import and export trade.
The study is done by social network analysis and qualitative research, by which we get to know the interaction relationship and the internal distribution in the organization through Gephi to find the key person and make the network diagram, and then find out how the emotional blackmail works and the turnover intention happens. Moreover, we’ll control the variables of employers and employees, and discuss whether the origins of emotional blackmail have an effect on the turnover intention between the fixed variables. Last but not least, we’ll do the semi-structured interviews twice for assistant discussion.
The results of the study show that emotional blackmail is not only the power of employers, but the means used between employees for interests- seeking, which easily leads to turnover intention in the end. In the study, we will consolidate and generalize the reasons why emotional blackmail and turnover intention happens in the organization, and then we’ll propose the practical advices.
目次 Table of Contents
論文審定書 i
誌謝 ii
中文摘要 iii
Abstract iv
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的及研究問題 6
第二章 文獻回顧 7
第一節 海運承攬業(Ocean Freight Forwarders) 7
第二節 情緒勒索(Emotional Blackmail) 12
第三節 離職傾向(Turnover Intention) 18
第四節 社會網絡分析(Social network Analysis;SNA) 25
第三章 研究方法 32
第一節 資料搜集方式 33
第二節 研究對象 39
第三節 質性研究設計 44
第四節 研究分析方式 48
第五節 研究資料保密 53
第四章 研究結果與分析 54
第一節 樣本資料分析 54
第二節 內部組織人員互動量表分析 56
第三節 訪談資料分析 69
第五章 研究結論與建議 72
第一節 研究結論 72
第二節 實務建議 74
第三節 研究限制與未來研究建議 75
參考文獻 78
附錄一 組織人員互動量表 -「情緒勒索」(初版) 86
附錄二 組織人員互動量表 -「離職傾向」(初版) 87
附錄三 組織人員互動量表(更新版) 88
附錄四 研究對象資歷彙整表 90

圖次
圖1-1情緒勒索市調統計圖 5
圖2-1離職研究歷史大事紀 19
圖2-2員工離職的主要變量和過程的示意圖 22
圖2-3社會網絡圖 27
圖3-1業務單位組織圖 40
圖3-2 Gephi基本操作流程 49
圖3-3社會網絡分析步驟圖 50
圖4-1組織成員情緒勒索圖 60
圖4-2組織成員離職傾向圖 63
圖4-3主管間情緒勒索網絡圖 66
圖4-4主管間離職傾向網絡圖 66
圖4-5非主管間情緒勒索網絡圖 67
圖4-6非主管間離職傾向網絡圖 67


表次
表1-1航運產業歷年家數統計表 2
表2-1海攬業出口作業工作內容 10
表2-2海攬業進口流程及各階段工作項目 11
表2-3組織可避免及不可避免之員工離職 21
表3-1觀察對象基本資料統計表 41
表3-2內容分析法之定義 51
表4-1樣本變項資料彙整表 55
表4-2組織內部情緒勒索及離職傾向基本資料表 57
表4-3組織成員情緒勒索各項衡量指標 60
表4-4組織成員離職傾向各項衡量指標 63
表4-5依組織階級別之基本資料表 65
表4-6主管間情緒勒索分析資料表 66
表4-7主管間離職傾向分析資料表 66
表4-8非主管間情緒勒索分析資料表 67
表4-9非主管間離職傾向分析資料表 68
參考文獻 References
中文部分
(一) 書籍
朱柔若,2000,社會研究方法,臺北:揚智文化。
李偉明,2011,如何處理員工離職問題,臺北:憲業企管顧問有限公司。
杜玉蓉,2000,情緒勒索,臺北市:智庫文化。譯自Susan Forward (2000)。
周慕姿,2017,情緒勒索:那些伴侶、親子、職場間,最讓人窒息的相處,臺北:寶瓶文化。
林光、張志清,2005,海運學,臺北:航貿文化。
林聚任,2009,社會網絡分析:理論、方法與應用,北京:北京師範大學出版社。
唐璽惠、王財印、何金針、徐仲欣,2005,情緒管理與壓力調適,臺北:心理出版社。
曾俊鵬、廖玲珠,2010,海運承攬運送業理論與實務(初版),臺北市:五南圖書出版。
黃英忠,1990,現代人力資源管理,臺北:東華。
楊孝榮,1985,”內容分析”,社會及行為科學研究法,臺北:東華社會科學叢書,東華書局。
趙碧華、朱美珍譯,2000,研究方法,臺北:學富文化事業有限公司。
潘淑滿,2003,質性研究理論與應用,臺北市:心理出版。
(二) 期刊論文
王至中,2006,影響派遣勞工工作投入及離職傾向相關因素之研究,國立中央大學人力資源管理研究所碩士在職專班。
王瑤芬、洪久賢,2004,我國觀光餐旅業員工離職傾向研究之內容分析,觀光研究學報,10卷4期:125-143.
石樸,1997,企業界員工工作滿足、工作投入與離職意願之研究,國立政治大學社會學研究所碩士論文。
吳翌慈,2013,科技業從業人員幸福感、生涯發展認知與離職傾向之研究,龍華科技大學商學與管理研究所碩士論文。
李大順,2003,海運承攬運送業經營國際物流之研究,國立臺灣海洋大學商船學系之碩士論文。
李敏華,2011,海運承攬運送業貨損之風險管理研究-以出口作業為例,國立高雄海洋科技大學航運管理研究所碩士論文。
林光、李選士、彭舒歆、王昱傑,1999,企業網路於海運承攬運送業之應用-以提單處理流程為例,航運季刊,8卷3期,23-37。
邱國銘,2001,銀行行員的壓力源、工作倦怠與工作態度之研究,國立中山大學人力資源管理研究所未出版碩士論文。
柯小萍,2009,職場情緖勒索與社會支持對工作績效影響之探索性研究:以中部五金產業為例,國立中正大學企業管理所碩士論文。
吳政道,2003,兩岸中間幹部離職因素之探討-以H公司為例,國立中央大學人力資源管理研究所碩士在職專班碩士論文。
張舒涵,2004,大學院校約聘人員人格特質、工作滿意度及離職傾向之研究。
張嘉玫、楊清喬,2015,海運承攬運送業關鍵物流能力之研究,航運季刊,24卷2期,87-106。
張緯良、羅新興、梁成明,1998,國軍志願役軍官退伍原因之研究,199第六屆國防管理學術暨實務研討會論文集,317-328。
陳怡伶,2004,職場情緒勒索認知與員工效能關聯性之研究,實踐大學企業管理學系研究所碩士論文。
陳怡伶、劉仲矩、方國榮,2005,職場情緒勒索來源內容分析之研究,東吳經濟商學學報,51期,157-180。
陳建佑,2009,公家機關會審人員職場友誼與工作壓力、工作倦怠之研究,亞洲大學會計與資訊學系研究所未出版碩士論文。
陳映羽、王嘉伶,2017,職場之情緒勒索對第一線員工服務破壞行為之影響,北商學報,32卷:45-71。
湯椀羢,2012,奧客、情緒勒索與其他顧客趨避反應關係之研究,大葉大學管理學院碩士在職專班碩士論文。
程傳興,2012,海運承攬運送業進口作業貨損之風險管理研究-以高歐公司為例,國立高雄海洋科技大學航運管理研究所碩士論文。
黃英忠、趙必孝,1991,與產業內之新工作比較在離職模式內的因果關係研究,管理學報,10卷1期,103-122。
楊宏緒,2014,海運承攬運送業員工離職原因之研究,國立高雄海洋科技大學航運管理研究所碩士論文。
劉仲矩,2006,業務員知覺顧客情緒勒索內涵之研究,中華管理評論,國際學報, 9卷4期。
劉仲矩、周玉涵,2016,公部門人員情緒勒索認知,工作壓力與離職傾向關聯之研究,人力資源管理學報,16卷1期:43-68。
劉希文,2008,情緒認知判斷裡的情境性初探,歐美研究,38卷2期:243-306。
蘇芳湘,2010,組織中高階主管個人情緒管理及情緒勒索行為之探索性研究,國立中正大學企業管理學系研究所碩士論文。
二、英文部分
Abelson, M. A. (1987). Examination of avoidable and unavoidable turnover. Journal of Applied psychology, 72(3), 382.
Ashford, S. J., Lee, C., & Bobko, P. (1989). Content, cause, and consequences of job insecurity: A theory-based measure and substantive test. Academy of Management journal, 32(4), 803-829.
Baker, W. E. (1994). Networking Smart, NY: McGrawHill.
Barabási, A. L. (2002). Statistical mechanics of complex networks. Review of Modern Physics, 74, 44-97.
Barnes, J. A. (1954). Class and committees in a Norwegian island parish. Human relations, 7(1), 39-58.
Berelson, B. (1952). Content Analysis in Communications Research. NY: Free Press.
Bowers, J.W. (1970). “Content Analysis”, in P. Emment and W. Brooks (eds), Methods of Research in Communication, Boston: Hougton Miffinco Press.
Brayfield, A. H., & Crockett, W. H. (1955). Employee attitudes and employee performance. Psychological bulletin, 52(5), 396-424.
Budd, R. W., Thorp, R. K., & Donohew, L. (1967). Content analysis of communications.
Burt, R. S. (1992). Structural Holes: The Social Structure of Competition. Cambridge: Harvard Uninversity Press.
Burt, R. S. (2004). Structural holes and good ideas. American journal of sociology, 110(2), 349-399.
Burt, R. S. (2007). Brokerage and Closure: An Introduction to Social Capital. New York: Oxford University Press.
Caplan, R. D., & Jones, K. W. (1975). Effects of work load, role ambiguity, and type A personality on anxiety, depression, and heart rate. Journal of applied psychology, 60(6), 713.
Chiu, C., Ku, Y., Lie, T., & Chen, Y. (2011). Internet auction fraud detection using social network analysis and classification tree approaches. International Journal of Electronic Commerce, 15(3), 123-147.
Coleman, J. S. (1990). Foundations of social theory. Cambridge, MA: Belknap Press of Harvard University Press.
Darmon, R. Y. (1990). Identifying sources of turnover costs: A segmental approach. Journal of Marketing, 54(2), 46-56.
Dustdar, S., & Hoffmann, T. (2007). Interaction pattern detection in process oriented information systems. Data & Knowledge Engineering, 62(1), 138-155.
Emirbayer, M., & Goodwin, J. (1994). Network analysis, culture, and the problem of agency. American journal of sociology, 99(6), 1411-1454.
Forsyth , 0. R. (1990). Group dynamics (2nd ed.). Pacific Grove, CA: Brooks/Cole
Forward, S., & Frazier, D. (1997). Emotional blackmail. New York: HarperCollins.
Forward, S., Frazier, D., & Newman, C. F. (1997). Emotional blackmail: When the people in your life use fear, obligation, and guilt to manipulate you.
Freeman, L. C. (1978). Centrality in social networks conceptual clarification. Social networks, 1(3), 215-239.
Garton, L., Haythornthwaite, C., & Wellman, B. (1997). Studying online social networks. Journal of computer-mediated communication, 3(1), JCMC313.
Ghiselli, E. E., & Siegel, J. P. (1972). Leadership and managerial success in tall and flat organization structures. Personnel Psychology, 25(4), 617-624.
Granovetter, M. S. (1973). The strength of weak ties. American Journal of Sociology, 78(6): 1360- 1380.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of management, 26(3), 463-488.
Guralnik, D. B. (Ed.). (1971). Webster's New World Dictionary of the American Language: Based Upon Webster's New World Dictionary. Popular Library.
Holsti, O.R. (1969). Content Analysis for the Social Sciences and Humanities. Reading,MA:Addison-Wesley.
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530.
Hoppe, B., & Reinelt, C. (2010). Social network analysis and the evaluation of leadership networks. The Leadership Quarterly, 21(4), 600-619.
Hu, C., & Racherla, P. (2008). Visual representation of knowledge networks: a social network analysis of hospitality research domain. International Journal of Hospitality Management, 27(2), 302-312.
John, S. (2000). Social network analysis: a handbook. Thousand Oaks, CA: Sage.
Kidder, L. H., Judd, C. M., & Smith, E. R.(1985). Research Methods in Social Relations (5th Ed.). Saunders College Publishing.
Kilduff, M., & Tsai, W. (2003). Social networks and organizations. Sage.
Kipnis, D., Schmidt, S. M., (1982). Upward-influence Style: Relationship with Performance Evaluations, Salary, and Stress, Administrative Science Quarterly. 33, 528-542.
Knoke, D. (1994). Political networks: the structural perspective. New York: Cambridge University Press.
Krippendorff, K.(2004). Content Analysis: An Introduction to Its Methodology. Sage Publications Inc.
Liu, C. C. (2010). The relationship between employees’ perception of emotional blackmail and their well-being. Procedia-Social and Behavioral Sciences, 5, 299-303.
Marin, A., & Wellman, B. (2011). Social network analysis: An introduction. The SAGE handbook of social network analysis.
Mathis, R. L., & Jackson, J. H. (1991). Personnel/human resource management. West Publishing Company.
Miles, R. E., & Snow, C. C. (1992). Causes of failure in network organizations. California management review, 34(4), 53-72.
Miller, H. E., Katerberg, R., & Hulin, C. L. (1979). Evaluation of the Mobley, Horner, and Hollingsworth model of employee turnover. Journal of Applied Psychology, 64(5), 509- 517.
Mitchell, J. C. (Ed.). (1969). Social networks in urban situations: analyses of personal relationships in Central African towns. Manchester University Press.
Mizruchi, M. S. and M. Schwartz (eds.). (1987). Intercorporate Relations: The Structural Analysis of Business. Cambridge: Cam- bridge University Press.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of applied psychology, 62(2), 237-240.
Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological bulletin, 86(3), 493.
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied psychology, 63(4), 408.
Neuman, W. L. (1997). Social Research Methods Qualitative and Quantitative Approaches,(3rd Ed.).Allyn and Bacon.
Newman, M. E. (2003). The structure and function of complex networks. SIAM review, 45(2), 167-256.
Park, J. (2011). The use of a social network analysis technique to investigate the characteristics of crew communications in nuclear power plants—a feasibility study. Reliability Engineering & System Safety, 96(10), 1275-1291.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of applied psychology, 59(5), 603-609.
Price, J. L., & Mueller, C. W. (1981). A causal model of turnover for nurses. Academy of management journal, 24(3), 543-565.
Price, J. L., & Mueller, C. W. (1986). Absenteeism and turnover of hospital employees. JAI press.
Reagans, R., & Zuckerman, E. W. (2001). Networks, diversity, and productivity: The social capital of corporate R&D teams. Organization science, 12(4), 502-517.
Schachter, S., & Singer, J. (1962). Cognitive, social, and physiological determinants of emotional state. Psychological review, 69(5), 379.
Scott, J. (1991). Social network analysis: A handbook. London, UK: Sage.
Solomon, R. C. (1993). The passions: Emotions and the meaning of life. Hackett Publishing.
Sousa-Poza, A., & Henneberger, F. (2004). Analyzing job mobility with job turnover intentions: An international comparative study. Journal of economic issues, 38(1), 113- 137.
Sterling, M. C. (1979). The cognitive theory of emotions. Southwestern Journal of Philosophy, 10(2), 165-175.
Tang, L., Liu, H., Zhang, J., & Nazeri, Z. (2008, August). Community evolution in dynamic multi-mode networks. In Proceedings of the 14th ACM SIGKDD international conference on Knowledge discovery and data mining (pp. 677-685).
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel psychology, 46(2), 259-293.
Wasserman, S., & Faust, K. (1994). Social network analysis: Methods and applications.Cambridge university press.
Waston, D., & Tellegen, A. (1985). Toward a consensual structure of mood. Psychological Bulletin, 98(2), 219-235.
Watson, D. (2000). Basic problems in positive mood regulation. Psychological Inquiry, 11(3), 205-209.
Watson, D., & Pennebaker, J. W. (1989). Health complaints, stress, and distress: exploring the central role of negative affectivity. Psychological review, 96(2), 234.
Watts, D. J. (2004). The “new” science of networks. Annu. Rev. Sociol., 30, 243-270.
Weber, R. P. (1989). Basic Content Analysis. Sage Publications.
Wellman, B. (1983). Network analysis: Some basic principles. Sociological theory, 155-200.
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:校內校外完全公開 unrestricted
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus: 已公開 available


紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code