八卦是無時不刻存在職場上，因為有人就會有是非、有是非就有八卦，而職場八卦存在工作場所已逐漸受到重視，但是在國內文獻中實徵研究和調查一直都相當稀少，如果有學者研究也多以正向八卦的文獻為主，較少有進一步去談論負向八卦的內容，本研究以職場負向八卦為研究專題，來探討當員工成為負向八卦的受害者時，對員工的退縮行為及組織認同所造成的影響。本研究針對國內某商業銀行的正式員工，利用問卷方式，收集510份資料，進行後續分析。層級迴歸分析結果顯示，職場負向八卦與組織認同間具有顯著負向關係，組織認同與退縮行為有顯著負向關係，職場負向八卦與退縮行為有顯著正向關係。針對上述結果，本研究提出相關理論與實務管理意涵。

Negative gossip is residing in our daily workplace because people are having communications every day and some of them may lead to negative gossips. Negative gossips residing at workplace have been gradually valued, however, the relevant case study and investigations are very minimum. Even though, there are few studies by some scholars, their focus are more on the positive gossips rather than the negative gossips. This thesis is aiming on negative gossips at workplace and how it will influent on the withdraw behavior and organization recognition of an employee when an employee is been the victim of negative gossip target. Using the pre-defined questionnaire, a group of regular employees of one of the commercial banks in Taiwan have been targeted as the audience for the survey. And, there are 510 copies of the survey have been completed by the target audience for the further analysis. Based on the results of hierarchical regression analysis, it shows a dramatic negative relationship between workplace negative gossip and organization recognition, a dramatic negative relationship between organization recognition and withdraw behavior, and a dramatic positive relationship between workplace negative gossip and withdraw behavior. According to the above, this thesis is proposing the relevant theories and what they mean in terms of the management in practice.

目錄
目錄	I
表目錄	III
圖目錄	IV
第一章	緒論 1
第一節　研究背景	1
第二節　研究動機	4
第三節　研究目的	6
第四節　研究流程	6
第二章	文獻探討	8
第一節　職場負向八卦 8
第二節　組織認同	16
第三節　退縮行為	20
第四節　職場負向八卦與組織認同之關係 24
第五節　組織認同與退縮行為之關係 26
第六節　職場負向八卦與退縮行為之關係 27
第七節　組織認同的中介效果 29
第三章	研究方法	30
第一節　研究架構	30
第二節　研究設計	31
第三節　變數衡量	31
第四章	分析與討論 34
第一節　描述性統計 34
第二節　信效度分析 36
第三節　差異分析	37
第四節　相關分析	43
第五節　層級迴歸分析 45
第五章	結論及建議 49
第一節　研究結論與發現 49
第二節　管理意涵與建議 51
第三節　研究限制與後續研究之建議 53
參考文獻	55
中文文獻	55
英文文獻	56

表目錄
表4-1　樣本特性 35
表4-2　變數之信度表 36
表4-3 性別與各變數間的差異分析 37
表4-4婚姻狀況與各變數間的差異分析	38
表4-5 直屬主管性別與各變數間的差異分析 39
表4-6 年齡與各變數間的差異分析 40
表4-7 服務年資與各變數間的差異分析	41
表4-8 職稱與各變數間的差異分析 42
表4-9　研究變數之平均數、標準差分析表 44
表4-10職場負向八卦對組織認同之直接效果 45
表4-11組織認同對退縮行為之直接效果	46
表4-12職場負向八卦對退縮行為之直接效果 47
表4-13組織認同對職場負向八卦與退縮行為之中介效果 48
 

圖目錄

圖1-1研究流程圖 7
圖3-1研究架構 30

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網路報導
1.教育部國語推行委員會(2006)教育部重編國語辭典修訂本，網路資源，http：//tw.news.yahoo.com/050424/43/lqjet.html，11月24日。
2.勞動部「勞工舒壓健康網」-職場霸凌面面觀 
tp2-pp005.24drs.com
3.魯皓平(2014)，遠見雜誌網路報導2014/11/24，
http://www.gvm.com.tw/webonly_content_3817.html#
4.MSF Union（Manufacturing, Science and Finance union）
http://www.bullyonline.org/action/history.htm