誰在職場八卦？氣質性嫉妒與組織認同之研究

Who’s Gossiping in the Workplace? A Study of Dispositional Envy and Organizational Identification

本研究立基自我一致性與自我評價維持的觀點，探討個人氣質性嫉妒與組織認同（正向組織認同與負向組織認同）對職場八卦（正向八卦與負向八卦）的作用效果，並說明組織認同在其間所扮演的調節角色。本研究蒐集248位來自多個產業（如高科技、製造、服務及金融業）的全職工作者資料，結果發現氣質性嫉妒對職場中的正向八卦與負向八卦皆有顯著的正向作用效果。此外，正向組織認同與正向八卦呈顯著正相關，負向組織認同與負向八卦呈顯著正相關。再者，正向組織認同會調節氣質性嫉妒與負向八卦間的關係，但在氣質性嫉妒與正向八卦間則無調節效果；負向組織認同則對氣質性嫉妒與職場八卦間的關係不具調節效果。這樣的結果顯示組織認同不但對職場八卦有直接效果，且具有調節者的角色。最後，本研究針對上述結果深入討論，說明此結果在管理實務上的涵意。

The present study employed self-consistency and self-evaluation perspectives to investigate how dispositional envy and organizational identification influence workplace gossip and also the moderating effect of organizational identification on the relationship between envy and gossip. Data was gathered from a variety of Taiwan industries including semiconductor, service, manufacturing, and chemistry. Results from the 248 full-time worker participants demonstrated that dispositional envy has positive influences on both types of gossip at work (positive and negative gossip). Further, organizational identification was favorably linked to positive gossip, and disidentification with the organization was connected favorably to negative gossip. Organizational identification moderates the correspondence between dispositional envy and negative, rather than positive, gossip, whereas the moderating effect of organizational disidentification was nonsignificant. Therefore, organizational identification has both direct and moderating effects on workplace gossip. The study also discussed empirical results related to theory and practice.