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以社会认同理论为基础,通过对制造业22个团队的331名员工进行问卷调查,探讨一线员工在团队内的社会身份差异(性别差异和地域差异)对其职场欺负感知的影响,以及团队认同在这一影响中的中介作用。结果表明,员工的社会身份差异对其职场欺负感知的五个维度均有显著性影响,团队认同在社会身份差异对权利剥夺型欺负的影响中未起到中介作用;而在性别差异对社会排斥型欺负的影响中,团队认同起到完全中介作用。。
Based on the theory of social identity, a questionnaire survey was conducted on 331 employees in 22 teams in manufacturing to investigate the impact of frontline employees’ differences in social identities (gender differences and geographical differences) on their workplace bullying perceptions and team identities Intermediary role in this influence. The results show that the differences of employees’ social identities have significant effects on the five dimensions of their workplace bullying perceptions. Team identity does not play an intermediary role in the impact of social identities on rights-deprivation-type bullying. However, The impact of bullying, the team agreed to play a complete intermediary role. .