ྏ॓࿐ࣉᅚ 2011, Vol. 19, No. 1, 117–123 Advances in Psychological Science DOI: *工作疏离感研究述评 12ᇛ ݽ ৫ 12(ඹԫն࿐۽അܵ࿐ჽ, Ӯ 610064) (ᇏ॓ն࿐ܵ࿐ჽ, ݱ 430074) ᅋ ေ 工作疏离感指的是工作情境不能满足员工的需要或与期望不符导致的员工与工作分隔的心理状态。首先分析了工作疏离感的概念内涵, 介绍了相应的测量工具, 然后着重分析了工作疏离感的影响因素, 包括人口学变量与个人特质、组织与工作特征、上级领导方式以及社会文化等, 并探讨了工作疏离感的影响效果。最后指出了以往研究的缺陷以及未来在中国组织情境下的研究方向, 比如以家文化为背景, 由工作疏离感扩展分析中国员工对组织的疏离感。 ܱՍ 疏离; 工作疏离感; 组织疏离感 ٳোݼ B849:C93 (social estrangement)ބಀ۱ྟ߄(depersonalization)1 工作疏离感的概念、内涵与测量 ਆٚ૫֥ݣၬbഠ߶ൿჹᆷ֥൞აഠ߶ളࠃཌྷຂൿ(alienation)ቋषቔູ၂۱ᅽ࿐ଁี, ൈ֥၂ᇕ౦ۋ, ൞۱఼ุؓࡆႿሱ࠭ദഈ֥ഠᆷ֥൞۱ุა෮թᄝ֥ൗࢸٳൿۯ֥၂ᇕགྷ߶ളࠃӁളࢊ੮֥ࢲݔ; ಀ۱ྟ߄ᆷ֥൞֒ದૌའbൿ൞ᇙ؟࿐ܱ॓ᇿ֥ࢊׄ, бೂᅽ࿐aഠ֥ྛູ҂ିّ႘ᆇൌ֥ሱطФ௧ࢤ൳၂ུת༆߶࿐aᆟᇍ࿐֩֩bᄝྏ࿐ਵთ, ࣮ᆀܱᇿൈ֥౦ۋ(Kanungo, 1979)b ֥൞ൿۋ, ᆷ֥൞ഠ߶Ӯჴྏഈ֥৯aൿᄝቆᆮྛູ࿐ਵთ, ࣮ᆀಪູ۽ቔൿۋჹa֥ᇶܴۋ൳ބุဒ(ဗת, ཫಳ, ൌᇉّ႘֥൞ჴ۽֥ླေمՖ۽ቔᇏ֤֞ડቀ, 2002)bᄝྏ࿐֥҂ٳᆦႵܱႿൿۋ֥টჷႿग़ܴ֥۽ቔ౦აჴ۽֥ࡎᆴܴaམa࣮, бೂؿᅚྏ࿐ܱᇿౝԽ௹࿐ള֥ൿۋ, ιݺᆭࡗ֥ҵए(Nasurdin, Ramayah, & Kumaresan, ഠ߶ྏ࿐ܱᇿഒඔቂಕ֥ൿۋbᄝܵྏ2005; Mendoza & Lara, 2008)bBanaia (2004)ࡼ۽ቔ࿐ਵთ, ࣮ᆀܱᇿ֥ቆᆮჴ۽ა۽ቔᆭࡗ ֥ൿۋקၬູğ۽ቔ౦҂ିડቀჴ۽֥ླေࠇൿ, ӫᆭູ۽ቔൿۋ(work alienation)b۽ቔა௹ຬ҂ژ֝ᇁ֥ჴ۽ა۽ቔٳۯ֥ྏሑbൿۋ൞ჴ۽ཨࠞྏሑ֥ᇗေᆷѓ, ିܔყᆃ၂קၬ֤֞࿐ࢸ֥௴ђಪ, Ֆᇏં۽ቔൿҩჴ۽ᇕᇕა۽ቔཌྷܱ֥ཨࠞྛູ, ၹՎᄝܵۋᇀഒႵٚ૫֥ݣၬğֻ၂, ّ႘֥൞ჴྏ࿐ၛࠣቆᆮྛູ࿐ਵთ֤֞ᄀটᄀ؟ ֥ ۽ؓሱ࠭ა۽ቔ֥ܱ༢֥ۋᆩ; ֻؽ, ۽ቔൿܱᇿb ۋӁള֥۴Чჰၹ൞۽ቔીႵડቀჴ۽֥ླေ; ᄪ௹ؓႿ۽ቔൿۋ֥ฐษն؟ҐႨᅽ࿐ֻ, ۽ቔൿۋ൞ؓ۽ቔ֥၂༢ਙᇶܴaཨࠞනя֥ٚൔbбೂ, ઔक़නಪູႵᇅসᆀྏุဒ֥ቆކb ാಀؓসӮݔ֥॥ᇅಃ, ࣉط֝ᇁসᆀؓসઔक़න֩ᅽ࿐ࡅ֥षԷྟ۽ቔࠗؿਔ࿐ᆀࠃ֥ൿbઔक़නಪູ, ൿ൞၂۱Їݣᇶؓ۽ቔൿۋ֥࣮ಣ౦, Ֆ҂ٚ૫ؓ۽ቔܴӮٳބग़ܴӮٳ֥گᄖۀ, Їݣഠ߶ൿჹൿۋ֥ۀଽݤࣉྛঔᅚbSeeman (1959)ᄝሹ ࢲభದ࣮֥ࠎԤഈิԛ۽ቔൿۋЇݣ۱൬۠ರ௹:2010-09-08 ေğ৯ۋ(powerlessness), ჴ۽ۋत൳ଽ҆* ݓࡅሱಖ॓࿐ࠎࣁཛଢ(71002047, 70671046), ᇏနࠇຓ֥҆ᇭ؟ཋᇅ, ҂ିႵིሱྛ॥ᇅ۽ቔ֥ۚࠎЧ॓ြༀٮሧᇹ(2009SCU11099)b ๙ቔᆀ:ᇛݽ, E-mail: zhouhao@ ݖӱބࢲݔ, ؓໃট֥۽ቔؿᅚಌك॥ᇅ৯; 117
118 ྏ॓࿐ࣉᅚ ֻ19ज ၩၬۋ(meaninglessness), ᆷჴ۽ࣇࣇປӮᆜ۱2 工作疏离感的影响因素 ۽ቔ֥၂ཬ҆ٳ, ۋत҂֞۽ቔ֥ࡎᆴބၩၬ; 人口学变量与个人特质 ܿٓۋ(normlessness), ᆷቆᆮಌكౢ༉ૼಒ҂֥ದಕ۽ቔൿۋ߶҂߶ႵҵၳĤ֥ܿᄵটᆷ֝ჴ۽ປӮ۽ቔބൌགྷ۱ದଢѓ; SteitzބKulpa (1984)࣮ؿགྷ, ଳྟބ୯ྟჴ۽ሱൿۋ(self-estrangement), ᆷ۽ቔؓႿჴ۽֥۽ቔൿۋሹุطҵљ҂ն, ა୍ਭႵࢌطࣇࣇ൞ଔള֥൭؍, ડቀఃຓ҆ླေ, ીႵིႋb୯ྟჴ۽୍ਭᄀն۽ቔൿۋᄀۚ, ଳఃࡎᆴ, ҂ିᅚགྷჴ۽֥మି; ഠ߶ۯۋྟჴ۽ᄵ୍ਭᄀնൿۋᄀ֮b࣮ᆀ֥ࢳ൞(social isolation), ᆷჴ۽҂ିႵི֥ವೆ֞ჴ۽ෛሢ୍ਭᄹࡆ, ୯ྟҧᇗႿࡅ๖, ଳྟᄵҧᇗႿಕุᆭᇏ, ۋतીႵϷمაఃჴ۽ࡹ৫ਅݺ൙ြb ֥ܱ༢, ࣉطӁള֥ದ࠽ܛۋbDean (1961)ಪDiPietroބPizam (2008) ၛૅݓॹҔြ֥ჴູ۽ቔൿۋЇও۱ေ, ࠧ৯ۋaܿٓ۽ބܵದჴູ࣮ؓའ, טҰਔ599ದ, ࢲݔۋބഠ߶ۯۋbKorman (1981)ᄵಪູჴ۽֥۽ؿགྷದ१࿐эਈؓ۽ቔൿۋႵཁᇷ႕ཙ, ऎุቔൿۋЇও۱ದൿ(personal alienation)ބഠطཬൈ۽бᆞൔ۽֥۽ቔൿۋۚ, ଳྟჴ۽߶ൿ(social alienation)ਆ۱ေbቋ֥࣍၂ུб୯ྟჴ۽۽ቔൿۋۚ, ୍a࢝ტӱ؇֥࣮ۚᇏ, ࣮ᆀᄵౠཟႿҐႨᆜุྟ֥ۀބჴ۽۽ቔൿۋ۷ۚ, ٤ᇝၨჴ۽۽ቔൿۋ קၬ, ҂ᄜٳӮࠫ۱ေটฐษ۽ቔൿۋ۷ۚb (Adya, 2008; DiPietro & Pizam, 2008; Nair & Mottaz (2005)ᆷԛದ१࿐эਈؓႿ۽ቔൿVohra, 2010)b ۋ֥ࢳݖႿ, ႋሢ৯ॉҳ۱ದหᇉؓႿ۽ႮႿؓ۽ቔൿۋ֥ଽݤࢳႵҵၳ, ࣮ቔൿۋ֥႕ཙbؓႿ۱ದหᇉ֥ॉҳ, ၘႵ֥ᆀοᅶሱ֥࠭ંॿࡏটؓ۽ቔൿۋࣉྛҩਈ, ࣮ᇏбࢠܱᇿ֥൞॥ᇅׄ(locus of control)b෮षؿ֥۽ऎॖٳູ؟ົਈіބֆົਈіbᄪ௹HirschfeldބField (2000) ၛࠣBanaia, Reiselބ֥࿐ᆀն؟ಪູ۽ቔൿۋ൞၂۱؟ົ؇֥ۀ, Probst (2004) ֥࣮नؿགྷ॥ᇅׄა۽ቔൿۋౠཟႿषؿ؟ົਈі, ႋႨ֤бࢠܼ֥ٗਈіႵႵ٤ӈཁᇷ֥ཌྷܱ, ຓ॥֥ჴ۽бଽ॥֥ჴDean (1961)षؿ֥۽ቔൿۋၹਈі, Їও۽۽ቔൿۋۚbଽ॥֥ჴ۽ಪູሱ࠭ିܔᅧ24۱ཛଢ, ݂උႿ৯ۋaܿᄵۋބഠ߶ۯ॥ᇛຶؿള֥၂్, طຓ॥ᄵಪູ൙౦֥ؿളۋ۱ົ؇; Korman (1981)षؿ֥ਈіᄵЇও18൞҂ॖ॥֥, ൞ଁᄎaᄎగaࠏ߶ಖb॥ᇅׄ۱ཛଢ, ٳඋႿ۱ದൿބഠ߶ൿਆ۱ົ؇bടࠣ֞۽ቔൿۋ֥ނྏေ—— ॥ᇅۋ, ߶ྍ֥࣮࣍ᇏ, ࣮ᆀᄵౠཟႿಪູ۽ቔൿۋჴ۽ؓ۽ቔᇏ֥൙ࡱӁള҂֥ࢳ, Ֆطᆰࢤ൞၂۱ᆜุ֥ۀ, ۷؟ֹषؿބႨ۽ቔൿ႕ཙ۽ቔൿۋb ۋᆜุਈі, бೂNairބVohra (2010)षؿ֥۽ 组织与工作特征 ቔൿۋֆົਈі, Їও8۱ཛଢ, ଽ҆၂ᇁྟઔक़නಪູؓসӮݔીႵ॥ᇅಃ൞۽ದྐ؇ູ; Maddi (1979)षؿ֥ֆົਈіЇওӁള۽ቔൿۋ֥۴Чჰၹ, ࣮ᆀؿགྷቆᆮ12۱ཛଢ, Hirschfeld, FieldބBedeian (2000)ၛࠣჴ۽۷ܱྏ֥൞ؓളӁݖӱ֥॥ᇅಃ(Mottaz, HirschfeldބField (2000)֥࣮ᄵҐႨఃᇏ֥102005), ᆃაቆᆮၛࠣ۽ቔЧദ֥หᆘૡ҂ॖٳb ۱ཛଢটҩਈჴ۽֥۽ቔൿۋbKakabadse (1986) ؓ9ࡅնഠ߶ڛༀࠏܒ ࢠᆭ؟ົۀ, ۽ቔൿۋ֥ᆜุۀႪ൝֥603ۚҪaᇏҪaࠎҪܵᆀࣉྛ٠ซ, ࢲᄝႿקၬࡥࢱౢ༉ݔؿགྷቆᆮᆞൔ߄ބಃ৯ᇏྏ߄൞႕ཙჴ۽۽ቔ, ֆົਈіႨ္ޓٚь; ਜ൝ᄵ൞ᆺିّ႘۽ቔൿۋ֥ሹุሑঃൿۋ֥ᇗေၹbቆᆮ֥ᆞൔ߄ӱ؇ᄀۚ, ჴ, م༥ᇁٳ༅ჴ۽ᆭࡗҵၳbჴ۽֥ླႵҵၳ, ࠧ۽ؓሱ࠭࢘ၛࠣ۽ቔܿӱ֥ಪᆩᄀౢ༉, ۽ቔ۽ቔൿۋሹุሑঃཌྷ, ჴ۽֥ۋ൳္ॖିປൿۋࣼᄀ֮; ቆᆮᇏಃ৯ٳ҃ᇏྏ߄ӱ؇ᄀۚ, ಆ҂၂ဢ, Ⴕ֥ॖି۷؟ุဒ֞৯ۋ, Ⴕ֥ᄵჴ۽ҕაथҦބ۽ቔሱᇶ֥ࠏ߶ᄀഒ, ۽ቔൿॖି۷؟ุဒ֞ၩၬۋb ۋࣼᄀۚbHoy, BlazovskyބNewland (1993)бࢠ
ֻ1௹ ᇛ ݽ֩: ۽ቔൿۋ࣮ඍ 119 ਔᇏ࿐࢝ഽބഠ߶ڞ০ࠏܒ۽ቔದჴ֥۽ቔൿ఼֥൞۲۱ॹҔܵᆀ֥ਵ֝ڄ۬ބऎุܵۋ, ؿགྷᇏ࿐࢝ഽ֥۽ቔൿۋཁᇷۚႿഠ߶ڞծീb ০ࠏܒ۽ቔದჴb࣮ᆀؓՎ֥ࢳ൞࿐֥ಃRamaswamiބAgarwal (1993)࣮ؿགྷഈࠩ৯ᇏྏ߄ӱ؇۷ۚ, ᇏ࿐࢝ഽҕაथҦބ۽ቔሱؓ༯උ֥ࡓܵ߶႕ཙ༯උ֥࢘৯ބቆᆮӵ୶, ᇶ֥ࠏ߶۷ഒb ࣉطؓ۽ቔൿۋӁള႕ཙbSarros, Tanewski, MulfordބWaldner-Haugrud (1993)࣮ؿགྷWinterބSantora (2002)ฐษਔэ۪ਵ֝ބࢌၞჴ۽ᆩत֥֞ቆᆮࢲܒ(ಃ৯ᇏྏ߄ބܵӱൔਵ֝ؓჴ۽۽ቔൿۋ֥႕ཙ, ࢲݔؿགྷэ۪߄)൞֝ᇁ॓ದჴ۽ቔൿۋ֥ᇗေჰၹ, ࣮ਵ֝ؓ༯උ֥۽ቔൿۋႵཁᇷ֥ཨࠞ႕ཙᆀิԛ॓҆ႋࡨഒܵҪࠩѩԉٳ൱ಃ, ܝ(β=−), ࢌၞਵ֝ؓ༯උ۽ቔൿۋᄵႵཁৣ॓ದჴሱྛഡק࣮ଢѓ, ѩؓቆᆮܵؿᇷ֥ࠒࠞ႕ཙ(β=)bэ۪ਵ֝߶ؓ༯උࣉྛіၩbਸ਼ຓ, ቆᆮܿଆ္൞మᄝ֥႕ཙၹ, ჻ࣟࠗৣ, ۳༯උ൱ಃ, ܝৣ༯උԷྍa็ᅞሱ, Babbit (1975)࣮ؿགྷ, ቆᆮܿଆᄀն, ቆᆮᇏഒᆃ߶༯උӁളؓ۽ቔݖӱ֥॥ᇅۋބؓ۽ቔӮඔӮჴ(бೂޑದ)֥ൿۋࣼᄀۚb ݔ֥ႚႵۋ, Ֆط߶ࢆ֮۽ቔൿۋbࢌၞਵBerger, Sedivy, CislerၛࠣDilley (2008)ิԛ֝ᄵ఼ט༯උڛՖଁ, ປӮༀၛࠆ֤߭Б, ቆᆮჴ۽֥ҕაၩ്ᄀটᄀ఼, Ԣਔቆᆮࢲܒၛᆃ߶༯උാಀؓ۽ቔ֥॥ᇅۋބሱᇶྟ, Ֆطࠣಃ৯ٳ҃ຓ, ۽ቔЧദ֥หᆘ္߶ཋᇅჴ۽ҕӁള۽ቔൿۋb აथҦބႨ؟ဢ߄֥ି, Ֆط֝ᇁ۽ቔൿBanaia, ReiselbބProbst (2004) ࣮ؿགྷᆦۋbBanaia, ReiselbބProbst (2004)ᄝྤ০֥ӻਵ֝(supportive leadership)ؓჴ۽֥۽ቔൿ࣮ؿགྷჴ۽ۋᆩ֥֞۽ቔหᆘ(ି؟ဢྟaༀۋႵཁᇷ֥ཨࠞ႕ཙ(β=−)bᆦӻ֥ਵ֝၂ྟaༀᇗေྟaሱᇶྟၛّࠣঌ)ؓ۽ቔൿᆀ߶ԉٳູ༯උॉ੮, Ϻᇹ༯උक़ڛ۽ቔᇏ֥ۋႵཁᇷ֥ཨࠞ႕ཙbNairބVohra (2010)ၛ, Էᄯࠒ֥ࠞ۽ቔߌބ࿐༝ٲຶ, ܝৣ༯උႆ؇ྐ༏ඌြ֥ᆩ്ჴ۽ູ࣮ؓའ, ؿགྷնሱᇶഡקଢѓ, ৫ྛѩԷᄯྟֹࢳथ໙ี, ჿ20%֥טҰؓའؓ۽ቔႵбࢠᇗ֥ൿۋ, ᆃ߶༯උԉٳุဒ۽ቔ֥ሱᇶྟބ۽ቔ֥ၩၬ, ط൮ေ֥ყҩၹሰࣼ൞۽ቔหᆘ, Їও۽ቔ֥ၩՖطཨԢ۽ቔൿۋb ၬaሱіղ֥ࠏ߶ၛࠣ۽ቔᇏ֥ದ࠽ܱ༢b ંэ۪ਵ֝ߎ൞ᆦӻਵ֝, ః܋ׄԢਔ၂Ϯྟ֥۽ቔหᆘຓ, ଖུห൹ྛြބᄝႿਵ֝ᆀϜ۽ቔ֥॥ᇅಃࢌ۳༯උ, ܵᆀ๙۽ቔ֥หᆘ္߶֝ᇁჴ۽֥۽ቔൿۋbPooleݖ൱ಃটิۚჴ۽֥۽ቔሱᇶྟބ॥ᇅۋ, ՖطބRegoli (2006)ၛსູ࣮ࣞؓའ, ؿགྷა൙aࡨഒ༯උ֥۽ቔൿۋb ഈඳ֥ཨࠞದ࠽ܱ༢൞֝ᇁსࣞ۽ቔൿۋ֥ᇶ 社会文化 Kanungo (1990)ᆷԛ۽ቔൿۋ҂ࣇ൞၂ᇕေჰၹ, طაٕದ֥ཨࠞದ࠽ܱ༢္߶֝ᇁსࣞྏགྷའ, ۷൞၂ᇕഠ߶གྷའ, ؓ۽ቔൿۋ֥۽ቔൿۋิۚb࣮ᆀ֥ࢳ൞ࡓსु൯۽ቔٳ༅ބࢳႋھॉ੮ഠ߶໓߄М֥ࣟ႕ཙbေსࣞෛൈЌӻࣞ, ᆃᇕࣅᅦބ৯ߊਔMichaels, Cron, DubinskyބJoachimsthaler (1988)ބཾ֥ದ࠽ܱ༢, ֤ს֥ࣞഠ߶݂උླေ֤҂ၛૅݓ֥ఒြႏཧބҐܓದჴູ࣮ؓའ, ؿགྷ֞ડቀ, Ֆط֝ᇁ۽ቔൿۋb ቆᆮᆞൔ߄๙ݖ࢘ଆa࢘Ԋၛࠣቆᆮӵ 领导 ۽ቔൿۋਵთ֥ಃຯ࿐ᆀKanungo (1992)୶֥ᇏࢺቔႨؓ۽ቔൿۋӁള႕ཙ, ቆᆮᆞൔᆷԛ, ቆᆮࢲܒa۽ቔหᆘܥಖ߶႕ཙჴ۽֥۽߄ӱ؇ᄀۚ, ჴ۽֥۽ቔൿۋᄀ֮bMichaels, ቔൿۋ, ၂Ϯط൞҂ಸၞטᆜ֥, طჴDubinsky, KotabeބLim (1996)Ϝഈඍ࣮ঔᅚ֞۽ರӈ۽ቔᇏაਵ֥֝, ܵᆀ֥ਵ֝ٚൔૅݓaರЧaݢݓ, ࣉྛॴ໓߄֥бࢠ, ࢲݔؿགྷؓ۽ቔൿۋ֥႕ཙ৯۷ն, ۷ऎགྷൌၩၬbᄝ۱ݓࡅᇏቆᆮᆞൔ߄ؓ۽ቔൿۋनႵཁᇷDiPietroބPizam (2008)֥࣮ࣼؿགྷದ१࿐эਈ֥ཨࠞ႕ཙ, ऎุ႕ཙଆൔթᄝҵၳbᄝૅݓෙಖؓყҩჴ۽֥۽ቔൿۋႵི, ࢳ৯۷ဢЧᇏ, ቆᆮᆞൔ߄ؓ࢘ଆބ࢘Ԋ֥႕
120 ྏ॓࿐ࣉᅚ ֻ19ज ཙࢠᆭರЧބݢݓဢЧ۷ࡆཁᇷ, ࣮ᆀ֥ࢳ۽ቔൿۋა۽ቔིࠛ(ં໓ؿі)֥ܱ༢, ࢲݔ൞ૅݓ֥۱ದᇶၬ໓߄, ჴ۽۷ࡆླေᆞൔܿٓؿགྷ۽ቔൿۋაં໓ؿіඔਈཁᇷڵཌྷܱb֥ቆᆮࢲܒބ۽ቔᆷႄ; ರЧބݢݓุ֥ࠢᇶၬHirschfeld, FieldބBedeian (2000)֥࣮ؿགྷ, ᄝ໓߄֤ቆᆮଽ҆ބཾaჴ۽ྐ༏ࢌੀь০, ቆ॥ᇅਔ۽ቔᄳۋ(work conscientiousness)ၛࠣᆮᆞൔࢲܒ֥႕ཙ৯ّط༯ࢆb෮ၛ, ࣮ᆀಪ࣮ٚمི֥ႋᆭު, ۽ቔൿۋؓႿჴ۽֥۽ູᄝᇝݓࡅ, ቆᆮᆞൔ߄۷؟ֹ൞๙ݖቆᆮӵቔजೆ؇aቆᆮӵ୶aᆯြӵ୶aᆜุ۽ቔડၩ୶֥ᇏࢺቔႨ႕ཙჴ۽֥۽ቔൿۋb ؇नႵཁᇷ֥ࢳ৯bBaoބZheng (2006)࣮ᄵBanaiބReisel (2007)ၛHofstede֥ഠ߶໓߄ؿགྷჴ۽֥۽ቔൿۋᄀۚ, ؓቆᆮэ۪֥؇োѓሙࡼૅݓa֣ݓູ݂ۚ۱ದᇶၬ-֮ಃ৯एࣼᄀཨࠞbHuang (2007)ၛᇏݓຖֹ֥ᇏ࿐ஆো, ࡼܞϘaྤ০aၛਙaجઅථູ݂౯ູ࣮࢝ؓའ, ؿགྷ۽ቔൿۋؓ۽ቔིିุۚࠢᇶၬ-ۚಃ৯एোbᄝᆃੂ۱ݓࡅቓնႵཁᇷ֥ཨࠞ႕ཙb ဢЧ໙जטҰ, ࢲݔؿགྷۚ۱ದᇶၬ-֮ಃ৯एԢਔฐษ۽ቔൿۋིؓݔэਈ֥ᆰࢤ႕ݓࡅ֥ቆᆮჴ۽۷ुᇗ۽ቔؓሱ֥࠭ࡎᆴ, ۽ቔཙᆭຓ, ္Ⴕ࣮Ϝ۽ቔൿۋቔູᇗေ֥ᇏࢺൿۋ۷؟ֹ൳֞۽ቔหᆘ֥႕ཙ; ᄝุۚࠢᇶэਈটٳ༅bਟ᪥棽ބӧຯᑑ(2003)ၛᇏݓຖֹၬ-ۚಃ৯ए֥ݓࡅ, ቆᆮჴ۽۷ܱᇿቆᆮೂޅࣁವြՖြದჴູ࣮ؓའ, ؿགྷ۽ቔડၩ؇ؓրሱ࠭, ቔູቆᆮ֥սದ, ܵᆀ֥ਵ֝ڄაቆᆮӵ୶߶ࢆ֮ჴ۽֥۽ቔൿۋ, ط۽ቔൿ۬ࣼཁ֤Ⴍູᇗေ, ၹՎᆦӻਵ֝ؓ۽ቔൿۋᄵ߶ၝᆸჴ۽֥ቆᆮ܄ྛູbMendozaބۋ֥ཨࠞ႕ཙ۷ཁᇷb Lara (2008) ၛ99༆ϫᇏ࿐࢝ഽູ࣮ؓའ, Adya (2008) бࢠਔૅݓބᇝ୯ྟIT۽ቔฐษਔ۱ದ-ቆᆮࡎᆴܴaቆᆮ܄ྛູၛࠣᆀ֥۽ቔൿۋ, ࢲݔؿགྷࢠᆭૅݓ୯ྟIT۽ቔ۽ቔൿۋᆭࡗ֥ܱ༢, ࢲݔؿགྷ۱ದ-ቆᆮࡎᆴᆀ, ᇝ୯ྟIT۽ቔᆀ֥۽ቔൿۋொ֮b࣮ܴ๙ݖ۽ቔൿۋ֥ᇏࢺቔႨࣉط႕ཙቆᆮᆀಪູᆃ൞ഠ߶໓߄ҵၳ֝ᇁ֥, ၹູᄝᇝݓ܄ྛູbSulu, CeylanބKaynak (2010)ᄵၛ388ࡅIT۽ቔऎႵࢠ֥ۚഠ߶ֹ໊, طᇝ୯ྟಪعః၄ದჴູ࣮ؓའ, ؿགྷቆᆮ܄ۋູሱ࠭ൡކՖ൙IT۽ቔb ๙ݖ۽ቔൿۋ֥҆ٳᇏࢺቔႨ, ࣉط႕ཙჴ۽֥ቆᆮӵ୶b 3 工作疏离感的影响效果与中介作用 ॖ, ંቔູሱэਈߎ൞ᇏࢺэਈ, ۽ቔൿۋ൞ࢳބყҩჴ۽ྏაྛູ֥၂۱ૹ۽ቔൿۋቔູჴ۽ؓ۽ቔ֥ཨุࠞဒ, ؓۋطႵི֥ᆷѓb ᇕᇕა۽ቔaቆᆮཌྷܱ֥ྛູ߶Ӂള႕ཙbArmstrong-Stassen (2006) ᆷԛ۽ቔൿۋ߶֝ᇁ4 研究缺陷与展望 ჴ۽ᄝಪᆩഈӁളؓ۽ቔa۽ቔӆ෮֥एۋ, ᄝྛູഈіགྷູ۽ቔजೆ؇༯ࢆၛࠣؓቆᆮಌكᄝ֒భᄀটᄀࠗਛ֥൧ӆࣩᆚߌ༯, ቆᆮಪbMulki (2008)ᄵಪູ۽ቔൿۋ֥ۚჴ۽߶ູਔളթބؿᅚ, ؓႿჴ۽֥ေᄀটᄀۚ, ༐ࡼሱ࠭ა۽ቔߌٳۯष, ѩࡨഒ۽ቔᇏ֥ഠ߶ຬჴ۽ಣιѩಆദྏֹೆ۽ቔ, ಖطჴ۽ಏᄀՖط֝ᇁؓ۽ቔބቆᆮ֥֮ӵ୶b টᄀ؟ֹіགྷԛؓ۽ቔ֥ބൿჹ, ࠧ۽ቔൿEfraty, SirgyބClaiborne (1991) ࣮ؿགྷ۽ۋb࣮۽ቔൿۋᄝંഈູࢳჴ۽ྏቔൿۋ߶႕ཙჴ۽֥ቆᆮಪ, ᆃᇕ႕ཙ๙ݖაྛູิ܂ਔ၂۱ྍ֥൪࢘, ᄝൌഈᄵႵᇹႿ၂༢ਙ֥ᇏࢺིႋൌགྷğ۽ቔൿۋᄹࡆჴ۽֥ቆᆮࠒࠞႋؓbᄝၛສ֥࣮ᇏ, ࿐ᆀؓ۽ቔൿФЉؠۋ, Ֆطࢆ֮ჴ۽֥۽ቔડၩ؇, ࣉط႕ۋ֥ଽݤa႕ཙၹa႕ཙིݔ֩ቔਔбࢠധཙ۽ቔजೆ؇, ѩቋᇔؓቆᆮಪӁളཨࠞ ೆ֥ٳ༅, ؓႿࢳބཨԢჴ۽֥۽ቔൿۋႵ႕ཙb ٤ӈᇗေ֥ቔႨ, ္҂ॖх૧ֹթᄝ၂ུಌཊMulfordބWaldner-Haugrud (1993)ၛਆࡅݓބႵր࿃डֹ֥ٚb ࠽࣮ᇏྏ֥୪ြ॓ದჴູ࣮ؓའ, ฐษਔ൮༵, ࣮ᆀ௴ђࢤ൳Ֆჴ۽ླေ֥࢘؇ট
ֻ1௹ ᇛ ݽ֩: ۽ቔൿۋ࣮ඍ 121 ࢳ۽ቔൿۋ, ྍ֥࣮࣍ؓ۽ቔൿۋն؟Waldner-Haugrud (1993)࣮ؿགྷ۽ቔൿۋؓࠛҐႨᆜุྟ֥קၬ(Adya, 2008; DiPietro & Pizam, ི֥႕ཙཁᇷ, ᆺႵᇏ֩ӱ؇֥ࢳ৯b۽ቔ2008; Nair & Vohra, 2010), ᄝҩਈ֥ൈީҐႨֆൿۋۚᄵིࠛड़ק֮ગĤགྷൌ౦ᇏ, ޓ؟ൈົਈіҠቔྟ္۷఼, ᄝࢳٳ༅֥ൈީಯಖީჴ۽ѩ҂༟ߋބಪሱ֥࠭۽ቔ, ۽ቔི֥҂ॖх૧ֹടࠣ֞ೂޅࢳ۽ቔൿۋଽݤ֥໙ݔѩ҂ҵbᆃࣼླေധೆฐษ۽ቔൿۋ႕ཙჴีbбೂ, ܿٓۋ൞۽ቔൿۋ֥ေᆭ၂, ေ۽ི֥ࠛࠏᇅ, หљႋھٳༀིࠛބܱ༢ࠛཨԢჴ۽֥ܿٓۋ, ቆᆮླေ఼߄ᇅ؇, طིۚಖުٳљฐษb ᇅ؇߄ᄵॖିཋᇅჴ۽֥ሱᇶྟބ॥ᇅۋ, Ֆطֻඹ, Bratton (2007) ᆷԛ, ࢠᆭః࣮ᇶ֝ᇁჴ۽֥৯ۋbԛགྷᆃᇕ؛ࢳ֥۴Чჰี, ቆᆮྛູ࿐ਵთཌྷؓطޭ൪ਔؓჴ۽ൿၹᄝႿؓ۽ቔൿۋ֥ۀଽݤીႵ၂֥ಪ്, ۋ֥࣮, ᆃؓႿࢣൕჴ۽ᄝ۽ቔӆ෮ᇏ֥ྛູᆃ္ࠞնֹཋᇅਔ۽ቔൿۋਵთ࣮Ӯݔ֥ࠒ൞҂০֥bᄝᇏݓ౦༯, ؓቆᆮჴ۽۽ቔൿb෮ၛ, ၛު֥࣮ᇏႋሢ৯Ⴟӳౢ۽ቔൿۋ֥࣮ᄵ۷ഒbᄅྍ(2006)๙ݖၹٳ༅֤֞ۋ֥ۀଽݤ, หљ൞؟ົۀᇏ۲ົ؇ᆭࡗ֥ᇏݓቆᆮჴ۽֥۽ቔൿۋႵ۱ົ؇ቆӮğሱܱ༢b ൿۋaഠ߶ൿۋaၩၬۋa৯ۋބఃՑ, ෙಖ۽ቔൿۋགྷའᄝ۲ᇕᆯြದಕܿٓۋbӧචಕ(2009)࣮ਔᇏݓቆᆮჴ۽ؓఒြᇏ҂ӱ؇թᄝ, ൞҂ᆯြa҂ҪՑჴ֥໓߄ൿۋ, ࢲݔؿགྷჴ۽֥໓߄ൿۋႮ۽֥۽ቔൿۋႋႵఃሱദ֥หׄ, ෮ၛၛު֥۱ٚ૫ܒӮğФ॥ۋaఒြ໓߄ܛ৫ۋa࣮ܿٓႋࡆ఼ؓหקಕุ۽ቔൿۋ֥࣮, ط٤ۋa҂ބཾۋބၩၬۋbᆃུ࣮नၛSeemanݖႿॺֹٗฐษ۽ቔൿۋbбೂ, ᄝᆩ്ࣜ࠶֥ൿۋၹଆູંࠎԤ, ીႵᆇᆞֹൌൈս, ᆩ്ჴ۽ؓቆᆮ֥ᇗေྟರၭཁ, طაགྷᇏݓ౦߄, ֤ԛ֥ࢲݔಌكᇏݓหb ၂Ϯჴ۽ཌྷб, ᆩ്ჴ۽ॖିؓ۽ቔሱᇶྟ֥ေKanungo (1990) ᄪࣼᆷԛ, ࡼ༆ٚ໓߄Мࣟ۷ۚ, ླေҪՑ္۷ۚ, ෮ၛؓᆩ്ჴ۽ط, ༯֤֥֞Ⴕܱ۽ቔൿۋ֥ંॿࡏaࢳଆ۽ቔൿۋӁള֥ჰၹaіགྷྙൔၛࠣቆᆮႋؓᅶϬ֞תٚഠ߶൞҂ఞ֥֒, ႋᇗ൪۽ቔൿۋҦ߶აఃಕุႵ෮ҵၳ, ླေᄝၛު֥ᇏ֥ഠ߶໓߄ၹ, ܒࡹЧંଆbᆃิൕ࣮ᇏሢ৯ฐษbਸ਼ຓ, ቆᆮᇏ֥ྍჴ۽აჴ۽ૌᄝ࣮ᇏݓቆᆮჴ۽֥۽ቔൿۋൈႋॉ੮ཌྷб, ؓႿ۽ቔ֥ေaቆᆮ֥௹ຬ߶Ⴕࢳഈᇏݓ໓߄֥หׄbбೂ, ᇏݓඋႿۚಃ৯ए֥֥ொҵ, ሱദؓ۽ቔބቆᆮॖି߈ႵݖႿམ߄໓߄ো, ᇏݓჴ۽ؓႿሱᇶྟa॥ᇅۋ֥ླေ֥௹ຬ, ᆃᇕགྷൌބམ֥ऍնҵएࠞၞ֝ᇁྍॖିѩ҂఼ਛ, ෮ၛ“৯ۋ”ؓᇏݓჴ۽طॖჴ۽Ӂള۽ቔൿۋ, ପહቆᆮႋҐ౼હծീିၩၬ҂ն; ᇏݓ໓߄ऎႵۚ҂ಒקྟܿх֥หটϺᇹྍჴ۽ཨԢ۽ቔൿۋ, ᆃᄝၛສ֥࣮ׄ, ᇏݓჴ۽٤ӈᇗ൪۽ቔ֥໗קྟ, ᆃႵॖିᇏીႵടࠣ, ᆴ֤ၛު֥࣮ധೆฐษb ൞ᇏݓჴ۽۽ቔൿۋ֥ᇗေଽಸbਸ਼ຓ, ᇏݓֻ, ၛສ֥࣮ᇏٚمֆ၂, धն؟ඔჴ۽ุ֥ࠢᇶၬaԮྟᄵॖିᄝ۽ቔൿۋა൞ҐႨ໙जمࣉྛޘ؎࣮, ᆃؓႿࢣൕჴ۽۽ࢲݔэਈᆭࡗӁളטࢫིႋb ቔൿۋ֥ྙӮࠏᇅ, ၛࠣ۽ቔൿۋೂޅ႕ཙֻ, ᄝᇏݓቆᆮ౦༯, ჴ۽֥ൿۋॖིݔэਈ൞Ⴕಌཊ֥bᄝၛު֥࣮ᇏႋॉ੮Ґି҂ֆֆᆌؓ۽ቔ, ޓ؟ൈީᆌ֥ؓ൞ቆᆮbᄝႨሺཟ۵ሶ࣮֥ٚم, ၛ௹۷ധೆֹࢳ۽ቔၛສ༆֥࣮ٚᇏ, ູඔ҂؟֥࣮ടࠣ֞ਔቆൿۋb ᆮൿۋ(organizational alienation), ൞֩ਸ਼၂ٚ૫, ၛສ֥࣮ᇏؓႿ۽ቔൿۋ֥Ⴟ۽ቔൿۋbໃট֥࣮ॖၛՖᆃ۱࢘؇ೆ൭, ႕ཙၹၛࠣ႕ཙིݔႵࢠ؟֥ฐษ, ؓᆃུၛᇏݓ໓߄ູМࣟ, ࡼ࣮֥ᇶีՖ۽ቔൿۋིႋ֥ؿളࠏᇅᄵཁ֤࣮҂ܔധೆbбೂ, ࠛঔᅚ֞ቆᆮൿۋb ིቔູᇗေི֥ѓэਈ, ၛສ֥࣮ᇏಏޓഒടᄝᇏݓ໓߄ᇏ, “ࡅ”൞၂۱ނྏ֥ۀ, طࠣ, ఃა۽ቔൿۋ֥ܱ༢ѩ҂ౢ༉bMulfordބᇏݓ۲োቆᆮ֥ܵଆൔaਵ֝ٚൔaದ࠽ܱ
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