旁觀者知覺職場霸凌與離職傾向之關係—以心理安全感與情緒耗竭為中介變項

Abstract

本研究目的為探討旁觀者知覺職場霸凌、離職傾向之間與心理安全感及情緒耗竭之中介機制。使用問卷調查進行研究，採便利抽樣，發放問卷共308份，有效問卷共273份，有效問卷回收率為88.64%。研究結果顯示，旁觀者知覺職場霸凌與離職傾向之間有正向關聯；情緒耗竭在旁觀者知覺職場霸凌與離職傾向之間有完全中介效果；心理安全感在旁觀者知覺職場霸凌與離職傾向之間並無中介效果。最後，針對研究結果進行討論，分別提出實務意涵與未來研究建議方向。

The aim of this study is to investigate the relationship between bystanders’ perceptions of workplace bullying and turnover intention, as well as the mediating effects of psychological safety and emotional exhaustion. This study used convenience sampling to collect data from companies in Taiwan. The survey gathered 273 valid samples and the response rate was 88.64%. The results indicate that bystanders' perception of workplace bullying is positively associated with turnover intention, and the emotional exhaustion fully mediate the relationship between workplace bullying and turnover intention. However, psychological safety, is not a significant mediator in the relationship between bystanders' perception of workplace bullying and turnover intention. Finally, implications for this research and practice were discussed.