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Gender, self-construal, and task interdependence: their relationships with workplace ostracism.

職場排斥指的是工作場合中未能促進人際關係好發展的為,如忽和排擠他人,並會對個體的情感、認知、和為各方面都產生負面的影響。本文提出一個新的研究模型探讨性别、自我建構、任務依賴性和職場排斥及其後果之間的關係。首先,本文提出關係式的自我建構會減少個體被排斥的機會,但是獨型的自我建構則會增加被排斥的可能性。其次,基於性別角色的一致性理論,本文提出在女性群體中,兩種自我建構與職場排斥的關係都會增強。对于排斥在工作场合中的影响,本文提出職場排斥會減少工作場合中的幫助為,並会增强個體的職傾向。除此之外,任務依賴性可以調節職場排斥對幫助為和職傾向的影響。本研究在中國大收集調查問卷,用SPSS 分析資,並通過回歸分析進假設檢驗。数据分析的結果支援本文的大部分假設:首先,性别和關係的自我構建与職場排斥之間存在顯著的相關;其次,任務依賴性可以抵消排斥與幫助為的負相關,但會增強排斥與職傾向的正相關。 / Workplace ostracism is defined as the omission of promotional interaction behaviors in workplace, which results in some detrimental effects on individuals’ emotion, cognition and behavior. This thesis proposes a model to examine the relationships among self-construal, gender, task interdependence, workplace ostracism and its outcomes. Specifically, I suggest that relational self-construal can reduce an individual’s ostracism experience but independent self-construal leads to more of such experience. Furthermore, based on the theory of gender role congruity, I propose that the linkage between selfconstrual and ostracism experience is stronger for women. I also suggest that workplace ostracism may lead to decrease in helping behavior and stronger turnover intentions for employees. Additionally, task interdependence, a jobrelated characteristic, is expected to moderate the above relationships. I collected the data via a survey in China and used SPSS to analyze the data. The hierarchical regression results support most of the hypotheses. Gender and relational self-construal are significant factors affecting workplace ostracism, and task interdependence moderates the relationships between ostracism and its outcomes. / Detailed summary in vernacular field only. / Ji, Mingshuang. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 83-103). / Abstracts also in Chinese; appendix 2 in Chinese. / ACKNOWLEDGEMENTS --- p.i / ABSTRACT --- p.iii / TABLE OF CONTENTS --- p.v / Chapter I. --- INTRODUCTION --- p.1 / Background --- p.1 / Objectives of the Study --- p.5 / Significance of the Study --- p.6 / Organization of the Thesis --- p.8 / Chapter II. --- LITERATURE REVIEW --- p.9 / Ostracism --- p.9 / Self-construal and gender --- p.18 / Social Exchange Theory --- p.23 / Summary of this Chapter --- p.25 / Chapter III. --- IHYPOTHESES DEVELOPMENT --- p.26 / Effects of self-construal --- p.29 / Moderating effect of Gender --- p.33 / Outcomes of ostracism in workplace --- p.38 / Moderating Effect of Task Interdependence --- p.42 / Chapter IV. --- DATA AND METHOD --- p.50 / Data Collection --- p.50 / Measures --- p.53 / Analytical Strategy --- p.57 / Chapter V. --- RESULTS --- p.59 / Descriptive Statistics --- p.59 / Factor Analysis --- p.62 / Regression Analyses --- p.62 / Chapter VI. --- DISCUSSION AND CONCLUSION --- p.73 / Summary of Findings --- p.73 / Contributions --- p.76 / Limitations --- p.79 / REFERENCES --- p.83

Identiferoai:union.ndltd.org:cuhk.edu.hk/oai:cuhk-dr:cuhk_328760
Date January 2013
ContributorsJi, Mingshuang., Chinese University of Hong Kong Graduate School. Division of Gender Studies.
Source SetsThe Chinese University of Hong Kong
LanguageEnglish, Chinese, Chinese
Detected LanguageEnglish
TypeText, bibliography
Formatelectronic resource, electronic resource, remote, 1 online resource (vi, 116 leaves) : ill. (some col.)
RightsUse of this resource is governed by the terms and conditions of the Creative Commons “Attribution-NonCommercial-NoDerivatives 4.0 International” License (http://creativecommons.org/licenses/by-nc-nd/4.0/)

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