華人組織中的人際壓力源：主位與客位構念之比較

Interpersonal Stressors in the Chinese Organizations: Etic and Emic Concepts Comparison

工作壓力問題一直以來受到組織行為研究者的高度關注，更是目前職場健康心理學研究中的重要核心議題。對於華人組織中的工作者而言，處理人際間的議題通常是華人工作者的首要任務，人際互動上若無法處理得宜將會造成壓力感受，使得工作難以進行。那麼瞭解人際壓力源的內涵與影響對於華人管理上便相當重要。儘管過去研究累積了一些成果，但多屬於複製型研究，未能考量華人文化價值的影響，便可能忽略了華人組織中情境特定的壓力源。有鑑於此，本研究以歸納研究取徑，採關鍵事例法回收84位在職工作者共272則的有效資料。研究結果發現了9大類人際壓力源向度，其中有4類與西方所述概念相似，另外5類延伸向度與西方所述不同。最後，針對本研究結果進行討論分析。整體而言，本研究釐清了華人組織中人際壓力源的重要構念，且彰顯了納入文化因子於人際壓力源研究的必要性與重要性。奠基於此研究，方能有助於未來相關研究的發展與實務應用。

The problem of job stress has always been explored and examined by behavior researchers. It is an important issue in the field of occupational health psychology. In the Chinese context, workers have to view interpersonal issues as the primary task. If they cannot properly deal with an interpersonal problem, it will be difficult for them to complete their job tasks. Understanding the meaning and influence of interpersonal stressors is more important than job stressors for Chinese workers. Although some researchers have conducted studies about interpersonal stressors in the Western context, the results cannot be generalized to non-Western societies. Researchers have suggested that considering cultural values in interpersonal stressor research is a critical factor to solve this dilemma. Thus, this study adopts an inductive approach to offer a comprehensive definition of interpersonal stressors in Confucius-based societies. This study collects the interpersonal stressful incidents within the organiztions by Critical Incident Technique. 84 workers responded 272 descriptive interpersonal incidents. Interpersonal stressors include nine dimensions are found in this study. Four dimensions are etic dimesions and five dimension are emic dimensions. Finally, contributions and limiations are discussed. Overall, this study clarifies the concepts of interpersonal stressors in Chinese organizations. Cultural value should be considered in the interpersonal stressors research. Based on this study, suggestions are provided for furture studies and managerial implications.