職場排擠是長期隱藏於職場中的冷暴力，不易發現其攻擊性但卻無形中造成員工心理及身體之壓力與傷害。過往研究多著墨於整體職場排擠對於個體之影響，鮮少針對不同職場排擠來源 (來自主管與同儕) 所產生之效果進行研究。爰此，本研究以「自我分類理論」為基礎來發展研究模型，探討主管排擠與同儕排擠是否透過知覺組織圈內人角色的中介效果影響工作不安全感，並檢視個人與工作適配是否會調節主管排擠或同儕排擠與知覺組織圈內人角色之間的關係。本研究以臺灣地區的全職員工為研究對象，分兩階段進行問卷資料蒐集，總計回收之有效問卷為217份。研究結果顯示，主管排擠與同儕排擠分別會透過知覺組織圈內人角色對工作不安全感產生間接影響效果，且個人與工作適配可調節主管排擠與知覺組職圈內人角色之關係，然而，個人與工作適配並未對同儕排擠與知覺組織圈內人角色之間的關係產生調節效果。本研究依據研究結果提出管理實務意涵，並針對未來研究方向提出改善建議。

Workplace ostracism has been conceived as a form of emotional abuse and can be severely detrimental to employees’ psychological and physical health. Although a considerable body of research has been devoted to exploring the consequences of workplace ostracism, little is known about the effects of different sources (supervisors versus coworkers) of workplace ostracism on personal outcomes. Drawing upon self-categorization theory, the current study proposed and tested a research model wherein both supervisor ostracism and coworker ostracism predicted job insecurity through perceived insider status, with person-job fit acting as a moderator. Two-wave time-lagged data were collected from a sample of 217 full-time employees in Taiwan. The results found that both supervisor ostracism and coworker ostracism had indirect effects on job insecurity through perceived insider status. Moreover, the results revealed that person-job fit moderated the negative relationship between supervisor ostracism and perceived insider status, as well as the mediated relationship between supervisor ostracism and job insecurity via perceived insider status. However, this study did not find support for the moderating effect of person-job fit on the relationship between coworker ostracism and perceived insider status. Implications for managerial practices and suggestions for future research are discussed.

論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖次 v
表次 vi
第壹章 緒論 1
第貳章 文獻探討 5
第一節、職場排擠 5
第二節、知覺組織圈內人角色 7
第三節、個人與工作適配 9
第四節、工作不安全感 10
第五節、研究變項關聯性假設 12
第參章 研究方法 20
第一節、研究假設 20
第二節、研究樣本與施測程序 20
第三節、研究量表 21
第四節、研究方法 22
第肆章 研究結果 24
第一節、驗證性因素分析 24
第二節、相關分析 24
第三節、假設檢定 25
第伍章 結論 32
第一節、理論意涵 32
第二節、管理實務意涵 34
第三節、研究限制與未來研究建議 36
參考文獻 39

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