摘要
從心理資本的角度探討當組織成員感受到職場排擠並且是否會對員工的離職傾向產生影響，並且同時探討組織成員知覺到主管支持與馬基維利主義（城府深沉、偽善欺瞞）分別會對於知覺職場排擠與離職傾向之間關係會如何產生干擾作用並且以多個產業的全職員工作為本研究主要的研究對象，並且回收了有效問卷一共202份，最後從研究資料分析後獲得以下的研究結果：1.當成員知職場排擠程度愈高但卻不會使其離職傾向愈高。2.當成員的知覺主管支持不會減緩其知覺職場排擠對離職傾向的正向影響。3.當成員偽善欺瞞會減緩其知覺職場排擠對離職傾向的正向影響，反之城府深沉不會減緩知覺職場排擠對離職傾向的正向影響。最後，本研究會針對上述結果做出討論並且給予未來理論發展的方向與實務管理上的意義。

Abstract

From the perspective of psychological capital, we will explore the impact of organizational members' perception of workplace ostracism and turnover intention and explore the relationship between organizational members' perceived supervisor support and Machiavellianism (deep shrewdness, hypocrisy and deceit) on perceived workplace ostracism and turnover intention, respectively. In addition, full-time employees in multiple industries were selected as the main survey objects of this study, 202 valid questionnaires were collected, and the following research findings were obtained from data analysis: 1. When organizational members knew that the degree of workplace exclusion was higher, they did not the higher their tendency to quit. 2. Organization members' perceived supervisor support will not slow down the positive influence of their perceived workplace ostracism on turnover intention. 3. The hypocrisy and deceit of organizational members will slow down the positive influence of perceived workplace exclusion on turnover intention. On the contrary, shrewdness will not slow down the positive influence of perceived workplace ostracism on turnover intention. Finally, the research results will be discussed, and the direction of theoretical development and practical management implications will be given.

目錄
論文審定書 i
摘要 ii
Abstract iii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻回顧與假設 5
第一節 知覺職場排擠 5
2.1.1知覺職場排擠的定義、發展及相關研究 5
2.1.2知覺職場排擠的前因、後果以及調節變項 7
第二節 離職傾向 11
2.2.1離職傾向的定義、發展及相關研究 11
第三節 知覺主管支持 13
2.3.1知覺主管支持的定義、發展及相關研究 13
第四節 馬基維利主義 15
2.4.1馬基維利主義的定義、發展及相關研究 15
2.4.2 馬基維利主義構面 16
第五節 變項之間的關係 18
2.5.1從資源保存理論角度推論知覺職場排擠與離職傾向之間的關係 18
2.5.2 知覺主管支持對知覺職場排擠與離職傾向的關係之干擾作用 19
2.5.3 馬基維利主義對知覺職場排擠與離職傾向的關係之干擾作用 19
第三章 研究方法 21
第一節 研究架構與假設 21
第二節　研究流程 22
第三節 研究對象 23
第四節 背景資料分析 23
第五節 研究工具 27
3.5.1知覺職場排擠 27
3.5.2馬基維利主義 28
3.5.3知覺主管支持 28
3.5.4離職傾向 29
第六節 探索性因素分析（Exploratory Factor Analysis, EFA） 30
第七節 資料分析方法 35
3.7.1 描述性統計分析 35
3.7.2 相關分析 35
3.7.3 信效度分析 35
3.7.4 迴歸分析 35
第四章 研究結果 36
第一節　敘述性統計 36
第二節 相關分析 38
4.2.1 控制變項與研究變項之間的關係 38
4.2.2 研究變項之間的相關 38
第三節 迴歸分析 41
4.3.1 知覺職場排擠與離職傾向之間的關係 41
4.3.2知覺主管支持的調節效果 42
4.3.2馬基維利主義的調節效果 44
第五章 結論與建議 48
第一節 研究發現與討論 48
5.1.1 知覺職場排擠與離職傾向之間的關係 48
5.1.2 知覺主管支持的調節效果 49
5.1.2 馬基維利主義的調節效果 50
第二節 實務管理意涵與研究限制 50
中文文獻 52
英文文獻 54
附錄 58

圖目錄

圖 1職場排擠前因 8
圖 2職場排擠後果整合模型 10
圖 3 本研究架構 21
圖4研究流程 22

表目錄
表 1樣本背景資料分析 26
表 2 知覺職場排擠、知覺主管支持、離職傾向之因素分析結果 31
表 3 城府深沉與偽善欺瞞之因素結果分析 33
表 4 敘述性統計表 37
表5 各變項之描述統計值與相關係數矩 40
表 6知覺職場排擠對離職傾向之階層迴歸分析 42
表 7 離職傾向之階層迴歸分析 43
表8 離職傾向之階層迴歸分析 45
表 9離職傾向之階層迴歸分析 46
表 10研究假設之驗證結果 47

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