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Jui-Tang, Lin, and 林瑞塘. "The Reasearch of Being Susceptible To Emotional Blackmail Orientation, Emotional Blackmail And Job Stress For Elementary School Teachers From Yunlin." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/92992193433127265006.
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碩士<br>國立中正大學<br>教育學研究所<br>102<br>The present study attemps to realize being susceptible to emotional blackmail orientation, emotional blackmail, as well as the job stress for elementary school teachers. Besides, the stduy also explores the differences being susceptible to emotional blackmail orientation, emotional blackmail, as well as the job stress for teachers from various backgrounds. Furthermore, the study also investigates the correlation and predictability among the being susceptible to emotional blackmail orientation, emotional blackmail, as well as the job stress among elementary school teachers. According to the purpose of this study, the main data collection tool was based on “being susceptible to emotional blackmail orientation, emotional blackmail, as well as the job stress for elementary school teachers”, and the randomly selected subjects of the questionnaire are elementary school teachers from Yunlin. Finally, there are 571 valid samples. The following are the main findings of this study:
1.The elementary school teachers of Yunlin consider themselves having low to lower-intermediate level of emotional blackmail and the main source of emotional blackmail is from students’ parents.
2.Four kinds of being susceptible to emotional blackmail orientation which Susan Forward suggested has been proved that can be found in the elementary school teachers of Yunlin. They are praise-deponding dimension, self-blaming dimension, over-sympathy dimension, and self-doubt dimension.
3.The elementary school teachers of Yunlin consider themselves having lower-intermediate to intermediate level of being susceptible to emotional blackmail orientation. They get the highest score in over-sympathy dimension.
4.The being susceptible to emotional blackmail orientation for elementary school teachers differs based on various status, gender, educational background, age, years of service, area of school, scale of school, and, in which the full-time, male, master, age over 31, years of service bewteen 6~15 years, teachers from urban area and teachers from school which has over 37 classes likely occur emotional blackmail.
5.Teachers’ age between 36~40 are likey feel job stress. Ordinary teachers and years of service bewteen 6~10 years feel more mental stress.
6.Teacher who gets higher scores in being susceptible to emotional blackmail orientation, also likey gets higher scores in emotional blackmail.
7.Teacher who gets higher scores in emotional blackmail, also likey gets higher scores in job stress.
8.There lies positive correlation and predictability among being susceptible to emotional blackmail orientation, emotional blackmail, as well as job stress for elementary school teachers.
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Chien, Chiao-Shan, and 簡巧珊. "An Exploratory Study of Emotional Blackmail from Difficult Customers." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/07902792367206007226.
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SHAN, PANG WAI, and 彭慧珊. "Development of the Emotional Blackmail Scale in the Workplace." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/3s83jm.
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碩士<br>國立中山大學<br>人力資源管理研究所<br>107<br>In Chinese relation-oriented society, the relationship among people is relatively close. Individuals need to coexist not only with their own emotions, but also with the emotions of others. The concept of emotional blackmail has been widely discussed in recent years. However, related research in the topic, especially the research focus on Chinese workplace culture, is quite lacking. Therefore, aiming to establish a measurement tool with reliability and practicability, this study used the emotional constructs from definition and the relationship between supervisors and colleagues to compile and modify an emotional blackmail scale in the workplace.
Deductive approach was applied in developing items, and its reliability and validity are verified by exploratory factor analysis and confirmatory factor analysis respectively. In addition, the concept relationship is verified by theory to confirm the scale validity.
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Lin, Yi-Sang, and 林以桑. "A Place To Stay－Expressing Emotional Blackmail with Metalsmithing." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/puqz7f.
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碩士<br>國立臺南藝術大學<br>應用藝術研究所<br>106<br>Therefore, in this creation, the author converted personal negative emotions into creative motivation with metalsmithing by integrating mixed media, as well as creating a series of works including “Restraint,” “Me Between Fake And Real,” “Breaking Free,” and “Self Defense” by symbolism. The author adopted a symbolic method to metaphorize people as vessels and transform his negative emotions into creative works. Contrasting materials, shapes, and colors conveyed the ups and downs of human emotion. In "Academic foundation," the author explored the victims of emotional blackmail and their mental states and used his findings to identify suitable art therapy methods. In “Creative motivation and expression,” the mental states characterized in “Academic foundation” and the author’s personal emotions were applied to describe the creative thinking process and draft design. In “Work materials and technical analysis,” different materials and the corresponding emotions of the author were recorded. The creative values and media applications of the works were characterized in detail in “Work descriptions.” Finally, the author shared his creative processes and a self-review in “Conclusion.”
In emotional blackmail, one of the parties in a seemingly intimate relationship always endures his or her pain for the sake of peace in this relationship. The overwhelming words and emotions deep inside only appear as a mildly bitter smile on the face. In the process of growing up, we experience many challenges in life and we gradually start to disguise ourselves through repeated practice. In our hearts, we have already built a wall that prevents us from easily expressing our emotions. The most unforgettable emotions hidden behind this wall are the extremely negative ones. Through the process of this art creation, the author gradually released personal negative emotions and used creation as a way to heal himself/herself. By doing so, the author hopes to recover and recognize his/her self-worth.
Keywords: emotional blackmail, art creation, symbolism, negative emotions, healing
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Sue, Fang-shiang, and 蘇芳湘. "An Exploratory Study of Managers'' Emotional Management and Emotional Blackmail in Organizations." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/99664234862401504505.
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碩士<br>國立中正大學<br>企業管理所<br>98<br>This study primarily focuses on the emotional management and emotional blackmail techniques of top-ranking executives with in organizations. Senior executives’ management of their personal emotions and their emotions toward managing have effects at both the individual and organizational level. A second purpose of this study is to explore emotional blackmail, its purposes and expected results, where it has appeared among senior executives. Research methods for this study included qualitative in-depth interviews.
Results show that senior executives are typically more capable of sensing changes in mood and adapting their emotions and habits accordingly. When they recognize they are in a bad mood or are under too much pressure, they take a break, refrain from decision-making, and find forms of stress relief, like venting to friends. When dealing with interpersonal relationships and interactions, they always consider team spirit to be the top priority, even taking action to prevent conflict. With regard to emotional blackmail, the absolute majority of cases involved executives receiving pressure from above. The majority of cases also had little effect in reaching the desired performance goals or results. Emotional blackmail may use years of experience in personal values, environmental requirements and self-generated factors such as changes in emotional management as foundations to yield positive results. At the personal level, emotional blackmail can result in executives’concern over self-image. A manager’s use of emotional blackmail can directly affect team morale and negatively impact team cohesion, resulting in the opposite of the intended effect. Conversely, positive emotional blackmail motivates subordinates to pursue individual and team goals while increasing solidarity.
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REN, TING-YI, and 任庭儀. "Exploring the Unmarried Adults’ Experiences of Emotional Blackmail from Parents." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/uj37m8.
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碩士<br>國立暨南國際大學<br>諮商心理與人力資源發展學系輔導與諮商研究所<br>106<br>The purpose of this research is to explore the the unmarried adults’ experiences of emotional blackmail from their parents, and to understand the motivation and the approach of those parents’ emotional blackmail behaviors, as well as unmarried adult’ coping strategy and the influences of emotional blackmail from their parents.According to the purpose of this study, researcher adopted the deep interview of the qualitative research and judgment sampling to acquire information.Through open recruitment and introduction by relatives and friends,nine participants were recuited to join the research.By engaging semistructured in-depth interviews,the researcher tried to understand unmarried adults' experiences of Emotional Blackmail from their parents,
including " blackmail issues", "blackmail motivation", "blackmail approach" and " the influences of emotional blackmail from their parents and unmarried adults’ coping strategies".The results of research show：
I. Emotional blackmail issues:controlling lifestyle habits, demanding demeanor,
interfering with interpersonal relationships, and limiting career choices. In which take "planning career choices" as most.
II. Emotional blackmail motivation："the strengthened role responsibility", " the consolidated status and the influence", "To fears of being ignored", " To show off own achievements", "To looking forward to being valued and cared".
III. Emotional blackmail approach is is divided by directness of expression into two categories, direct blackmail and indirect blackmail. Direct blackmail：direct requests to children, including "showing strong emotions"," persuading and interfering continuously ", "threating remove caring about things", " using death and allegations".Indirect blackmail: the blackmailers don’t directly request, but penetrate some circuitous behaviors to unfold oneself requests, to guide the being blackmailers into a trap. The blackmailers who usually use such approaches will not admit that their actions are purposeful. It includes “the neglect behavior and devious hints", " to convey their weakness and to cause guilty", "to bombard continuously and to instill into the idea", " to degrade other’s ability and to predict
the failure”.
IV. The unmarried adults are divided into two categories in response to the emotional
blackmail from their parents. First they positively seek change：" to propose the question and express resistance";" to present ideas and to communicate
continuously " in order to change others; " to examine oneself and to transfer own idea," to know oneself and to take care of oneself " such as the self-adjustment," to look for arbitration ", they find another people to help. Second, the negative change："to choose obedience and to maintain the present situation", "to escape facing and to slow down conflicts", "to maintain harmony, to pacify people and to settle matters "
V. The influence of parents’ emotional blackmail on unmarried adult：The short-term influence contains negative emotions and motivations for change; the long-term influence contains poor physical and mental condition , low self-worth, the intenseness of family atmosphere , and the insecurity of interpersonal interaction.
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Hsu, Yu-Chi, and 許喻淇. "An Investigation of the Relationship among Emotional Intelligence, Emotional Blackmail Perception and Coping in Organizations." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/35914242648268340627.
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Chen, Yi-Ling, and 陳怡伶. "The Relationship between Emotional Blackmail Perception in Workplace and Employees’ Effectiveness." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/37760988880856315190.
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碩士<br>實踐大學<br>企業管理研究所<br>92<br>In global trading environment, no matter working, life or other element, people are suffering in the pressure of over competition in their lives. Therefore, it makes individual, families or society can not avoid dealing with the processing of emotion. It is pointed from some related reports that people can keep health from promoting their emotion management, and establishes correct self conception, selects the modules which responsible to themselves, creates better flexibility and adaption in order to make emotion peaceful and learn how to respect people, admire others’ advantages, get along with people, process things smoothly, and then create win-win personal relationship.
Recently, in some related cases of emotional management, Susan Forward issues a new term called “emotional blackmail”, which means the environment’s change derivates personal emotional reaction. It is the most powerful type of action of domin. In past, the research of the effects which caused by personal emotion to the organization often discussed from emotional management, working pressure and etc. However, there are fewer discussions from emotional blackmail in working place and personal relationship. According to the related researches, it could have differences in employees’ efficiency if the options are variety in demographic statistics. Therefore, the main purpose of this research will have the discussions list as below.
1. The types of emotional blackmail recognition.
2. The relation from the emotional blackmail in working place of the demographic statistics’ options.
3. The relationship between emotional blackmail in working place and the effectiveness of the employees.
4. The relationship demographic variables between emotional blackmail in working place and the effectiveness of the employees.
Observing the personal interaction between the internal and external organization, discussing the reaction of employee’s working attitudes and what kinds of the effects could be resulted to the organization. Therefore, designing the table for the questionnaire of emotional blackmail recognition in working places, organizational commitment, organizational citizenship behavior and turnover orientation to those who have working experience, and the effect questionnaires are 326. As the result of the research, it can help to provide a correction organization, increase the royalty and cohesiveness to the employees and improve the personal relationship in organization in order to improve the organization’s effects.
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Chen, Yi-Yin, and 陳怡因. "The Relationship between Manager Emotional Blackmail,Social Support and Work Stress." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/c3z7kd.
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碩士<br>元智大學<br>經營管理碩士班(領導學程)<br>107<br>1. Background/ Objectives and Goals
The words "emotional blackmail" was first used by American psychologist Susan Forward in 1997. In recent years, this word has once again caught everyone’s attention because of the publication of the book "Emotional Blackmail" by the psychological counselor Zhou Mu-Zi. The book shows that emotional blackmail comes from family, workplace, and personal relationships, it also mentioned that the rate of workplace emotional blackmail (15%) is second only to the family (25%). The most notable is that only 15% of people feel that they have never been emotionally extorted by their managers. Therefore, through this research, I would like to know the influence between manager emotional blackmail and employee's work stress. Furthermore, I want to know if family members, colleagues or friends can give supports or can share the pressure of works, is it possible to reduce the pressure on work?
2. Methods
This research explores the emotional blackmail from the managers to understands the impact of manager emotional blackmail and work stress, then discuss whether social support can reduce the stress caused by extortion. Therefore, the research using three variables to develop questionnaires, including emotional blackmail, work stress and social support, to those who have working experience. Totally issued 315 questionnaires, and the valid questionnaires are 250, the effective returned rate is 79.4%.
3. Expected Results/ Conclusion/ Contribution
The research result has shown the emotional blackmail, social support and work stress that influence each other. The higher level of manager emotional blackmail, the employee's work stress will become higher. However, through the adjustment of social support, the work stress can’t be reduced. The research results can help managers to better understand the impact of employees when they face emotional blackmail, as well as the factors that can reduce employees’ stress. Then managers can adjust and improve their management on subordinates to promote organizational efficiency.
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CHEN, HSIN-TONG, and 陳信東. "Suffocating Relationship: The Impact of Tourist's Emotional Blackmail on Tour Leader's Job." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/845vzp.
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碩士<br>銘傳大學<br>觀光事業學系碩士在職專班<br>107<br>The main purpose of this study is to explore the relationship between the emotional blackmail of the tour group members and the leader's job frustration and the leader's turnover intention.
In order to achieve the purpose of this study, the overseas leader was used as the questionnaire for the questionnaire, and the sample of the study sample was sampled by the convenient sampling method. A total of 355 valid questionnaires were collected.
This study used SPSS Statistics statistical software to perform descriptive statistics, reliability analysis and regression analysis on valid questionnaires. The findings of the research in this study are as follows:
1. The emotional blackmail of the members has a positive and significant impact on the team's job frustration.
2. The emotional extortion of the members has a positive and significant impact on
the leader's turnover intention.
3. The leader's job frustration have a positive and significant impact on the
leader's turnover intention.
4. The leader's job frustration has an intermediary effect between the members' emotional blackmail and the leader's turnover intention.
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Cheng, Jen-Cheng, and 鄭任程. "The Relationship among Emotional Blackmail, Work Stress, Emotional Labor and Job Burnout -A Study of Nursing Staff." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/s8a9fu.
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碩士<br>國立高雄應用科技大學<br>企業管理系碩士在職專班<br>105<br>To increase business performance, most medical institutions have greatly improved their service efficiency and quality, recently. However, the high workload might also cause loss of the manpower. In a hospital, a nursing staffs need to not only interact with his/her colleagues, but also face the pressure of patients and their family members. Patients are used to achievement of their purposes with Emotion Blackmail. In contrast, a nursing staff has to face the working pressure with good service attitudes, thus resulting in decrease of working efficiency. This study aimed to assess the relationship among Emotional Blackmail, Work Stress, Emotional Labor and Job Burnout on the basis of the data collected from hospital nursing staffs in Kaohsiung area.
The questionnaire approach was used to collected data from nursing staffs in hospitals in Kaohsiung. 184 out of the 200 questionnaires were received and validated. As a result, the return rate was 92%. The results reveal that Emotional Blackmail is significantly correlated with Work Stress. Both Emotional Blackmail and Work Stress are significantly correlated with Job Burnout. Both Emotional Blackmail and Work Stress are significantly correlated with Emotional Labor. Work Stress is significantly correlated with Job Burnout. Job Stress plays as a moderating role between Emotional Blackmail and Job Burnout.
Finally, the results are discussed, and some suggestions are also provided.
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YANG, SHIH-JIE, and 楊士杰. "A Study of the Relationship between Abusive Supervision and Emotional Labor : The Mediating Effects of Emotional Blackmail." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/32605531528984246017.
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碩士<br>國立中正大學<br>企業管理研究所<br>102<br>In order to discusses the influence between abusive supervision and emotional labor , this research uses the FOB contructs( fear, obligation & guilty) of emotional blackmail defined by Forward as the mediator. We develop a questionnaire of emotional blackmail and adopt convenience sampling which collected 179 effective observation. After statistical analysis, the results show that abusive supervision have a great impact on emotions of fear and guilty, and a great impact on surface acting and deep acting. Moreover, emotion of fear partly mediates the relationship between abusive supervision and surface acting. We also find that the emotional blackmail does not play the mediate role between abusive supervision and deep acting.
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Fu, Hsuan-Yuan, and 傅宣苑. "A Study of the Relationships Among Emotional Blackmail and Withdrawal Behavior : The Moderating Effect of Emotional Intelligence." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/32hm8n.
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Yang, dong xing, and 楊東興. "Relationship among perception of emotional blackmail,job stress,and well-being of firefighters." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/mcm7u7.
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碩士<br>國立臺灣海洋大學<br>航運管理學系<br>107<br>This study aims to explore the relationship between perception of emotional blackmail and felicitous of firefighters. The new Taipei City firefighters were the subject of the study. The questionnaire survey method was used to facilitate the sampling. A total of 700 questionnaires were sent for data collection, 306 totals were collected, and 306 valid questionnaires were obtained. The data wereanalized bydescriptive statistics technique advanced. statistical methods such as analysis, exploratory factor analysis, reliabilityanalysis,correlationanalysis and regression analysis are used for verification. The results of the study indicate that: (1) Theperception of emotional blackmail and felicitous of the firefighters are significantly inversely related. (2) There is a significant negative correlation between work pressure and felicitous of firefighters. (3) The work pressure of the firefighters has a significant adverse effect on felicitous, with predictive power, and the identity factor is the main predictor variable. According to the results, it is recommended that the superior staffs increase the sense of identity of the firefighters, and build a workplace environment with good interpersonal interaction and the growth and development of firefighters to enhance employee felicitous and enhance work performance.
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HUANG, PEI-CIH, and 黃珮慈. "A Study of the Relationship among Codependence, Emotional Blackmail and Work Deviance Behavior: Emotional Carring Capacity as Moderator." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/9sh9qj.
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碩士<br>靜宜大學<br>創新與創業管理碩士學位學程<br>106<br>The objects of this study aims to examine whether codependence will influence emotional blackmail. Second, this study is also concerned about whether relationship quality between emotional blackmail may influence work deviance behavior. In addition, it also examined the moderator effect of emotional carrying capacity on the relationship between emotional blackmail and work deviance behavior.
This study uses a questionnaire as a tool for collecting data. The research subjects are employees of 18 enterprise departments in the central region. Investigators and subordinates are used to conduct surveys. Questionnaires are all assisted by the internal supervisors in the distribution and collection. A total of 242 questionnaires were sent out, and a total of 227 questionnaires were returned. The recovery rate was 100%. After removing the invalid questionnaires, a total of 223 valid questionnaires were available and the effective recovery rate was 98.43%.
According to the data analysis, the results are as follows:
(1) Codependence would have a significant positive impact on employee perception sentiment.
(2) Emotional blackmail would have a significant positive impact on work deviance behavior
(3) Emotional carrying capacity has a significant moderating role on emotional blackmail and workplace deviance behavior
Finally, in addition to the theoretical and practical implications of the conclusions drawn from this study, the study proposes limitations for the study and recommendations for future follow-up studies.
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Chen, Chun-Nan, and 陳俊男. "The Relationships among Civil Servants’Perception of Emotional Blackmail, Emotional Intelligence , Well-being and Turnover Intention:Moderating Effects of Supervisor Support." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/c2a4m6.
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碩士<br>國立澎湖科技大學<br>行銷與物流管理系服務業經營管理碩士在職專班<br>107<br>Public sector have begun to consider human resources as an important asset in the organization.Workplace emotional blackmail not only imposes a high turnover intention on employees, but also weakens well-being. Emotional intelligence has become an important factor predicting well- being.If employees can obtain substantial encouragement and supports from superviso.Can strengthen their emotional intelligence to alleviate stress, their turnover intention will be alleviated effectively. Based on the Conservation of resources theory.This study explores the relationships among emotional blackmail and well-being,turnover intention.As how the emotional blackmail can generate the effect on well-being ,turnover intention through the emotional intelligence.And to further investigate on whether the supervisor support can adjust the emotional intelligence and well-being,turnover intention.The study conducts a questionnaire survey on web.Collected empirical data from civil servants in Taiwan area.Total amount of 529 questionnaires , and 467 effective questionnaires were returned with 88.28% of return rate.These were analyzed by using descriptive statistics, Pearson’s correlation analysis, Regression analysis, factor analysis and Structural Equation Modeling (SEM) techniques.The interference and Intermediary Inspection were executed. The major results were as follows:1.Emotional blackmail had a positive relationship on emotional intelligence.Emotional blackmail had a positive relationship on turnover intention.Emotional intelligence had a positive relationship on well-being. But that emotional blackmail has negative effects on well-being.And emotional intelligence has negative effects on turnover intention.2. Emotional intelligence had mediating effects on the relationship between emotional blackmail and well-being.The relationship between emotional blackmail and turnover intention is not mediated by emotional intelligence.3.supervisor support had moderating effect on the relationships between emotional intelligence and well-being,turnover intention
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Tang, Wan Jung, and 湯椀 羢. "A Study on Relationships among the Customer from Hell, Emotional Blackmail and Customer Avoidance." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/buvz48.
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碩士<br>大葉大學<br>管理學院碩士在職專班<br>100<br>Literature indicates that the customer’s stress is a customer, in the face of shopping environment, arouses negative emotion or reaction due to the potential impact of situa-tional factors or requirements. This stress will lead to individual physical and psycho-logical depression, tension, anxiety and associated behaviors.
This study aims to clarify the relationship among variables. Customer from hell are defined as independent variables, while the dependent variable is the customer avoid-ance. Besides, emotional blackmail is considered to be the intervening variable. Through data analysis, this study hopes to provide theoretical background and discover suggestions and improvement in the service industry environment.
In this study, 370 questionnaires were issued and 341 were collected. Among them, 318 questionnaires were valid. The percentage of the validation was 85.9%.
Empirical results declares that, first, customer from hell have a significant positive impact on customer avoidance. Second, customer from hell have a significant positive impact on Empirical results declares that, first, customer from hell have a significant positive impact on customer avoidance. Third, the emotional blackmail of customer has a significant negative impact on customer avoidance. Fourth, the emotional blackmail has intervening effect between customer from hell and customer avoidance.
The finding and discussions, the meaning of the theory and practice, the research limitations, and the recommendations for future research of the present study, been dis-cussed in the article also.
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Sin-Yi, Jhuang, and 莊心宜. "The Study of Emotional Blackmail toward Consumer Purchasing Intention-Moderating Variables of Self-esteem." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/qk5567.
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碩士<br>國立臺北大學<br>企業管理學系<br>103<br>The modern people think highly of appearance showing to others, so they often go shopping to buy some new outfits for themselves. Presently, there are a lot of shopping stores and the competitions between clothing industry has been keen. Not only merchandises can get customers into the store, but also the service is quite important. In the process of serving the customers, it is possible that they may want to reach sales targets and bring some negative conflicts to customers and lower their purchase intention. Otherwise, they don’t want to shop anymore because of the poor service. The purpose of study is to learn the relationship between the consumer’s emotional blackmail perception and purchase intention, and the consumer’s "self-esteem" acts as mediator in order to learn about the interaction between these three factors.
Total of 450 consumers who has ever gone shopping in the shopping stores were selected. Through hierarchical regression analysis, the results showed that “consumer’s emotional blackmail perception” has a significant effect on “purchase intention”, “self-esteem” has a significant effect on “purchase intention”, and “self-esteem" does have a moderating effect. In summary, with respect that the result of this study can offer to the shopping stores, and provide a reference direction for employees to implement the training course. In order to reach more sales targets, they have to strengthen the service quality and improve customer loyalty.
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Wu, Yi-Sham, and 吳依珊. "Relationships among personality, perception of emotional blackmail, job involvement, job stress and job satisfaction." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/85594244878468459720.
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碩士<br>國立臺北大學<br>企業管理學系<br>96<br>Mounting evidences indicate that personality plays a pivotal role in social perception. This study uses Machiavellianism to determine the relationship with job attitudes in terms of financial salespersons and to find out the moderating effect of emotional blackmail. We use purposive sampling to collect data including bank service and insurance service industries in Taiwan. A total of 412 questionnaires are valid. In data analysis, we adopt hierarchy regression method to analyze data. The results show that Machiavellianism, job involvement and job stress are significantly correlated with job satisfaction. Furthermore, job involvement and job stress play mediating roles between Machiavellianism and job satisfaction. There is also moderating effect of perception of emotional blackmail on Machiavellianism and job attitudes. According to the results, this study provides some suggestions for academic and practice.
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Wu, Yi-Shan. "Relationships among personality, perception of emotional blackmail, job involvement, job stress and job satisfaction." 2008. http://www.cetd.com.tw/ec/thesisdetail.aspx?etdun=U0023-2906200821380800.
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Gozali, Andreas, and Andreas Gozali. "Care or hurt? Exploring emotional blackmail on social media based on social capital theory." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/2q7qvz.
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碩士<br>國立東華大學<br>資訊管理碩士學位學程<br>107<br>The advancement of technology has brought massive changes in society. Technology has enabled a platform named social media which allows people to connect and communicate with a lot of people instantly. The amount of information that travels through technology also increases hugely. At the same time, social media also influences some phenomena that usually occur when people interact, such as emotional blackmail. Emotional blackmail is a social phenomenon in which someone use fear, obligation, or guilt, to threaten other people to do what he/she wants. Emotional blackmailers use the relationships that have been built as a weapon to manipulate their victims.
This study argues that social media, providing convenience and ease of use, has made emotional blackmail phenomenon more severe than before. In particular, this study employs social capital theory in exploring this phenomenon This study aims to figure out how social capitals that are formed in social media, affect the degree of emotional blackmail on the platform itself. An online survey with respondents of international students was conducted in order to obtain data for this study.
Our results show that frequent social media consumption is associated with higher emotional blackmail. Furthermore, three dimensions of social capital are able to decrease the emotional blackmail perceived by users. In addition, we also found that strong ties (structural dimension) has moderating effects on the relationship between social media consumption, relational dimension, cognitive dimension, towards emotional blackmail.
Our results suggest that users of social media should spend their resources (time, energy, and money) with the purpose to enrich their social capitals. Stronger social ties, social trust, and shared language are three aspects that can hinder and reduce emotional blackmail. We may conclude that building social ties is a very useful and beneficial activity to do on social media.
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Ya-WenLi and 李雅雯. "The Behavior and Effects of Emotional Blackmail in the Workplace: Perspectives from Senior Employees." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/q7qp37.
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碩士<br>國立成功大學<br>企業管理學系碩士在職專班<br>107<br>We meet all kinds of people and things in our professional career. There are ups and downs not only in our daily life but also career. While facing different situations, our emotion will be affected as well. There is an emotional persecution called “Emotional Blackmail”, which seems to be manipulated by an invisible rope. On the one hand, we are hard to resist but also suffered from the emotional blackmail. On the other hand, emotional blackmail has a huge effect on our mental health, job involvement, the interaction with others, the defense against the humanity perspective and even self-doubt.
This research uses the qualitative research to discuss about the behavior and effects of emotional blackmail in the workplace from the perspective of senior employees. The age of 15 senior employees (also the interviewers) of this research are between twenties to forties. These senior employees have been working for more than five years and the common things between them is that they have been suffered from the “emotional blackmail”. This research shows:
1. In additional to FOG, AH (Antipathy and Resignation) should be added to the extension and emotional reactions of emotional blackmail in the workplace.
2. There is relevance among the characteristic, the motivation and the behavior of blackmail from the emotional blackmailers in the workplace.
3. There is also relevance among the personality, the reason of obedience and the emotion regulation from the one who suffered emotional blackmail in the workplace.
4. The effect of the job involvement to the senior employees after the emotional blackmail could be classified to the following types:
(1) There is no effect to the job involvement.
(2) There is the effect to the positive level of job involvement.
(3) There is the effect to the self-recognition and the meaning of pursuing goal and value.
5. The effect of the interpersonal interaction to the senior employees after the emotional blackmail will be classified as surface acting:
(1) Indifference and passiveness, business is business.
(2) Keeping distance with each other or keeping basic career ethics on the surface.
(3) The defense and fear against others.
(4) Take something not personally but still not on the same side.
6. The effect of self-worth to the senior employees after the emotional blackmail could be sorted as:
(1) There is no effect or positive effect.
(2) There is negative effect such as self-doubt or self-denial.
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SUN, YI-TENG, and 孫翌騰. "A Study of Psychological Capital effects to Job Stress, Emotional Blackmail, Burnout, and Turnover Intention." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/tjfa67.
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碩士<br>大葉大學<br>人力資源暨公共關係學系<br>106<br>Base on the theory of Conservation of Resources, people will lost resource when feeling stress, and will obtain something for increasing resource. This study discusses what role the psychological capital plays in the theory of Conservation of Resources and makes what effects to people when losing resource. This study collects about 291 data from Firefighters working in Banqiao, Zhonghe and Yonghe Dist., New Taipei City. This study tries to figure out the Job Stress and Blackmail makes what effects to firefighters, and what effect the psychological capital does to Jobs Stress and Blackmail. Results showed that psychological capital has positive effect to burnout that Job Stress and Blackmail brings to .Finally, research limitations and suggestions for future research are also discussed.
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Chiang, Yi-Hua, and 江宜樺. "Organization-Based Self-Esteem, Workplace Friendship and Employee Outcomes: The Mediating Effect of Emotional Blackmail." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/paa2t2.
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碩士<br>國立彰化師範大學<br>人力資源管理研究所<br>106<br>Emotional blackmail is pervasive in the organization and our life. However, the related research is still limited. This study based on the viewpoint of conservation of resources theory (COR) and examined the relationship between organization-based self-esteem, workplace friendship, emotional blackmail, emotional exhaustion, job satisfaction, and turnover intention.
A total of 304 valid pair questionnaires from the employees and colleagues in Taiwan consisted of our samples. This study found that: (1) Organization-based self-esteem was significantly and negatively associated with emotional blackmail. (2) Workplace friendship was significantly and negatively associated with emotional blackmail. (3) Emotional blackmail was significantly and positively associated with emotional exhaustion and turnover intention, and negatively associated with job satisfaction. (4) The relationship between organization-based self-esteem and emotional exhaustion, job satisfaction, and turnover intention was mediated by emotional blackmail. (5) The relationship between workplace friendship and emotional exhaustion, job satisfaction, and turnover intention was mediated by emotional blackmail. Finally, theoretical contributions, limitations, future research, and managerial implications were discussed.
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Wang, Yu-Chi, and 汪友基. "The Relationship between Flight Attendants’ Emotional Blackmail and Turnover Intention : Psychological Capital as a Moderator." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/fx6zhp.
Full textAbstract:
碩士<br>國立交通大學<br>教育研究所<br>106<br>The main purposes of this study are to 1) explore the relationship between flight attendants’ emotional blackmail from supervisor, colleague, and passenger, and turnover Intention ; 2) to investigate the effects of demongraphic backgrounds (e.g. age, marital status, educational level, seniority, average salary and, work position) on turnover intention ; and to 3) focus on whether the psychological capital has the moderate effect on the relationship between flight attendant’s emotional blackmail from supervisor, colleague, and passenger, and turnover intention. The instruments used in this study include “Workplace Emotional blackmail Scale”,”Psychological Capital Scale”, and ”Turnover Intention Scale”.
The study used Internet-based questionnaires, supplemented by the paper-based questionnaires. Three hundreds and twelve flight attendants from Taiwan airlines company participated in this study. One-way ANOVA, Pearson product moment correlation, and Multiple linear regression were used to analyze the data.
The main findings of the study are as follows:
1.Except for educational level, there was a significant differences of ages, martial status, seniority, marital status, average salary, and work position on b turnover intention.
2. There was a positive relationship between flight attendant’s emotional blackmail from supervisor, colleague, passenger and turnover intention,and there was a negative relationship between their emotional blackmail from supervisor,colleague,passenger and psychological capital. Besides, there was a negative relationship between psychological capital and turnover intention.
3. Psychological Capital had no moderating effect on the reslationship between emotional blackmail and turnover intention.
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WANG, YOU-XIN, and 王宥心. "The Impact and Adjusted React to Financial Aid Social Workers of Emotional Blackmail From Clients." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/v5g27z.
Full textAbstract:
碩士<br>靜宜大學<br>社會工作與兒童少年福利學系<br>107<br>The purpose of this research is to understand the different types of emotional blackmail financial aid social workers experience from their clients and to take a look at their awareness and interpretation of this kind of behavior. It then examines how emotional blackmail affects financial aid social workers and how they respond to it. It also analyzes the assistance financial aid social workers need when facing emotional blackmail. Based on the research purposes, the researcher conducted depth interviews to collect and analyze qualitative data. The researcher used purposive sampling for this research by inviting nine interviewees after asking Taiwan Fund for Children and Families for permission. The research results are as follows:
1.The different types of emotional blackmail financial aid social workers experience:
(1)There are four types of emotional blackmail from service users. They are diverse and can overlap.
(2)Emotional blackmail from clients is likely to occur halfway into services and before the ending of services.
2.Financial aid social workers’ self-awareness when experiencing emotional blackmail and their interpretation of clients’ behavior:
(1)Their professional role, the mission of the organization and the accumulation of life experiences from the past are all factors that allow them to become emotionally blackmailed.
(2)Clients form emotional blackmail behavior because they have suffered long-term from the helplessness and low self-value in life and relationships. For them, emotional blackmail is no longer just on the surface, nor is it just a negative term.
3.The negative effects emotional blackmail has on financial aid social workers and coping strategies they use to turn the negative experiences around:
(1)If not taken care of during the early phase, emotional blackmail will have a negative effect on a social worker’s professionalism.
(2)As they gain more professional experience and learn to redefine themselves and their roles as social workers, they can turn negative experiences into positives ones.
(3)By reconstructing their relationship with their clients, changing work models, setting boundaries and making things work to their advantage, financial workers are able to respond to emotional blackmail behavior.
4.Assistance financial aid social workers need when facing emotional blackmail:
(1)When facing emotional blackmail, financial aid social workers need for the organization to set clear boundaries and offer a standard way to respond.
(2)On a personal level, the assistance financial social workers need include emotional support, the ability to recognize emotional blackmail and analyze the internal motives of their clients, and discussions on coping strategies.
Lastly, the researcher offers the following advice based on the findings mentioned above:
1.Advice for social workers: Increase one’s own self-awareness and know when to ask for help. Use group discussions to offer support and share similar experiences to cultivate a sense of understanding. Increase professional sensitivity and differentiate between what is and what is not the responsibility of a social worker.
2.Advice for the organization and supervisors of financial aid social workers: Fulfill the three functions of supervision: administrative, educative and supportive. Participate in discussions with social workers, preserving professional boundaries. Place importance on issues related to social workers’ emotions and self-care.
3.Advice for future research: Include financial aid social workers from different time periods for future research to find out the assistance each generation might need. Create a measurement tool specifically for emotional blackmail experienced by social workers and conduct research on that.
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Shih, Chia-Yi, and 施佳宜. "An Exploratory Research of Emotional Blackmail from Supervisors and Coping Behaviors：Take Fresh Graduates as an Example." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/dsew3w.
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Wang, Chia-Ling, and 王嘉伶. "The Study of Emotional Blackmail in the Workplace Affect Service Sabotage Behavior of First-Line Staff." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/s88qyx.
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碩士<br>真理大學<br>企業管理學系碩士班<br>105<br>A person's emotions not only affect their body and mind, but also intentional or unintentional to affect others, Often be received the other's emotional traction and containment, when such a situation occurs in the workplace, At the time, the mind is unavoidably affected, even be no reason to affect to the customers who you are providing services, In this study, emotional blackmail was divided into "positive " and "negative ", In the workplace, once they to bear the emotional blackmail of others, whether the pressure of emotional blackmail take out to customers, resulting in service sabotage behavior of first-line staff, it’s the focus of this study. This study adopts online questionnaires and paper questionnaires regarding the relationship between emotional blackmail and service sabotage behavior of first-line staff, 284 questionnaires were returned. We used regression analysis to study that how emotional blackmail, role identity and service sabotage behavior of first-line staff. The result shows that emotional blackmail and role identity both do affect service sabotage behavior of first-line staff, and the influence of the negative emotional blackmail is greater. After that will be discussion to the results of this study, and then make to suggestion.
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TSAI, HSIU-CHUAN, and 蔡秀娟. "The Effect of Emotional Blackmail on Intimate Relationships in Chinese Cultural Context: Relationship Commitment as Moderator." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/v8y3du.
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碩士<br>臺北市立大學<br>心理與諮商學系<br>107<br>The purpose of this study was to explore the impact of "emotional blackmail" on intimate relationships in the Chinese Confucian culture. According to individualism, individuals would keep away from intimate partners or even break up the relationship for self-protection while they felt low self-esteem caused by emotional blackmail. However, the importance of relations was emphasized in Chinese culture. Individuals not only considered their own feelings but also interpersonal relationships. In Huang’s (1987) model of "favor and face", intimate relationships were classified into "mixed ties", which was characterized by the "favor rule". When individuals face emotional blackmail, they would consider their relationship at first. Then, they will fulfill their role obligation. The purpose of this study is primarily to understand that whether the feelings and responses, and future relationships would vary with different emotional blackmail strategies (the Punisher vs. the Sufferer). Besides, the moderating effect of relationship commitment between emotional blackmail and responses would be examined
The participants were 186 college students in Taiwan, including 54 male and 132 female, with mean age of 24.5, and 116 participants had similar quarrel experiences with their partners. Two-factor completely between-subject design was conducted. The independent variables were emotional blackmail strategies (the Punisher, the Sufferer) and relationship commitment (high vs. low). The dependent variables were feelings (obligation, indebtedness), compliance, and future relationship (closeness, future commitment). The covariates were the relative significance of partner and part-time work. After reading scenarios, participants rated feelings, compliance, and future relationship on 6-point Likert-type scales. After the data were collected, they were analyzed by descriptive statistics, multivariate analysis of covariance (MANCOVA), and multiple regression. The major findings were as follow:
1.Feelings, obedience, and future relationship were significantly related to relationship commitment.
2.Feelings negatively predicted compliance.
3.compliance was significantly related to future relationship.
4.Feelings was significantly related to future relationship. Obligations positively predicted closeness and future commitment. On the other side, indebtedness was negatively related to closeness.
Additionally, the result reports the discrepancy between the effects of emotional blackmail on emotional feelings, behavioral responses, and future relationships of the participants. Furthermore, the researcher will consider the contents of the emotional blackmail in the partnership, and give some suggestions for the future researches.
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Lin, Pei-Chun, and 林姵君. "Exploring the Relationship Between the Situations of Emotional Blackmail by Colleagues and the Reactions of Fresh Graduates." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/b6k224.
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碩士<br>國立中正大學<br>企業管理研究所<br>103<br>The essay studies the relationship between the situations of emotional blackmail by colleagues and the reactions of fresh graduates. The study found that even fresh graduates try to maintain good relationship with colleagues, the emotional blackmail also happened. Besides the FOG structure, fresh graduates have helplessness, anger, disturbance, and disappointment feelings. Fresh graduates thought emotional blackmail is inescapable, the blackmail bring both good and bad effects to them. The way of fresh graduates dealing with the emotional blackmail affects their relationship with colleagues in the future.
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YANG, YUEH-CHI, and 楊岳錡. "Emotional Blackmail and Job Stress for the Tour Bus Drivers：The Moderating Effect of the Sense of Humor." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/c5pv5b.
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碩士<br>國立屏東大學<br>休閒事業經營學系碩士班<br>104<br>Job loading, intensive scheduling, and traffic accidents may cause job stress. The tour bus drivers may have some problems of emotional management while they are in a high working pressure environment. Forward (2000) mentioned that individuals have negative impact because of emotional blackmail. Emotional blackmail means that the powerful players attempts to control the words and actions of the vulnerable players by emotion. If the vulnerable players do not follow the guide of the powerful players, it would make the relation come to deadlock (Tu, 2000). However, the sense of humor may have the effect of ease tensions while conflict happening (Chen and Chen, 2005). In recent years, most researchers focus on the issues of career relationship, consumer interaction, emotional blackmail, and so on (Chen, Liu, Fong, 2005；Liu, 2007；Su, 2010). Nevertheless, there are few researches paying attention to the relationship among job stress, emotional blackmail, and the sense of humor of the tour bus drivers. Therefore, the subject of the study was the tour bus driver who once had already carried a tourist group. The purpose of this study was to understand the job stress of the tour bus drivers, and to realize that the sense of humor of the tour bus drivers may be the moderating effect between emotional blackmail and job stress. This study used the purposive sampling. The formal survey was conducted in the parking and tourist spots (northern, central and southern areas).
This results of the study were that there was a relationship between emotional blackmail and job stress of the tour bus drivers；The sense of humor of the tour bus drivers was the moderating effect between emotional blackmail and job stress. The conclusion showed that the tour bus drivers may easily produce emotional blackmail coming from leaders, colleagues, and travelers, further they have lots of working pressure. The tour bus drivers with a negative emotional blackmail situation may present the sense of humor in the working environment as so to reduce job stress and improve performance.
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Chen, Yi Tsung, and 陳易宗. "An Investigation of the Relationship Among Communication Styles of Supervisors, Perception of Emotional Blackmail and Coping Behaviors." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/86337934478517996646.
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碩士<br>國立中正大學<br>企業管理研究所<br>102<br>Since the thoughts and behaviors of employees in the organizations were affected by the communication and dialogue style of supervisors, this study assumes that the subordinates will experience emotional blackmail if supervisors adopt abusive dialogue style. This study is designed to observed the communication and dialogue styles of supervisors, to understand the impacts of dialogue styles on subordinates’ behavioral change, and then the following new behavior patterns of subordinates.
Conclusions of this study are summarized as follows:
1. The perception of emotional blackmail will generate the emotional states of fear and obligation.
2. The emotional state of fear may lead to conditioned response on subordinates’ behaviors.
3. The coping strategy of subordinates will change differently according to different situations of emotional blackmail.
4. Subordinates will suppress the real feeling while perceive emotional blackmail during the process of abusive dialogue.
5. The increase on wage will help to reduce the perception of emotional blackmail.
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CHENG, YA-LING, and 鄭雅齡. "Exploring the Relationships between Abusive Supervision and Emotional Blackmail, Work Engagement: The Moderating Roles of Social Adaptability." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/ykk625.
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碩士<br>銘傳大學<br>企業管理學系碩士在職專班<br>107<br>In this article, we examined the relationship between abusive supervision and work engagement . Drawing upon justice theory, we tested Forward's emotional blackmail is divided into fear, obligation and guilty as a mediator of the relationship between abusive supervision and work engagement. Additionally, social adaptability were tested as a moderator of the relationship between abusive supervision and emotional blackmail. Based on a sample of 231 employees from Taiwanese companies, the result indicated that the abusive supervision has a significantly negative influence on work engagement. In addition, it also shows that fear and guilty as a mediator of the relation between abusive supervision and work engagement deviance. Again, social adaptability has moderating effect between abusive supervision and obligation. Limitations of the study and implications for future and practices were discussed.
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Liu, Hsiao-Mei, and 劉曉梅. "Deconstructing Emotional Blackmail in the Workplace: Strategy Clarification, Development of Different Source Scales and Review Impact Mechanisms." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/j8nb55.
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碩士<br>國立中山大學<br>人力資源管理研究所<br>107<br>In recent years, although the concept of "Emotional Blackmail" has raised much attention, few scholars have deeply explored the connotation and influence of emotional blackmail in the workplace. In order to clearly grasp the strategic connotation and impact mechanisms of workplace emotional blackmail, this study clarifies it with two stages of research.
In study 1, a total of 136 workplace emotional blackmail cases from different sources were collected from 80 participants, and a total of 16 emotional blackmail strategies in 2 categories were summarized. Based on this, the supervisor/colleague/customer emotional blackmail scale was developed. In Study 2, two separate samples (150 and 180 full-time employees each) were used to verify the reliability and validity of the workplace emotional blackmail scale.
This study found that the workplace emotional blackmail scale and other similar concepts (Emotional Manipulation, Abusive Supervision, Coworker/Customer Mistreatment) discriminant validity, and can predict employee fear, obligation, and guilt more precisely. Therefore, the scale developed by this research not only can accurately measure the emotional blackmail of the workplace also can be used as a reference for employee training in response to the emotional blackmail in the workplace.
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LIN, YU-JU, and 林育如. "Research on Psychological Capital, Emotional Blackmail and Work Pressure of First-Level Agency Public Servants in Taichung City." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/48p58v.
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碩士<br>逢甲大學<br>公共事務與社會創新研究所<br>107<br>Quantitative methods were used in the research with subjects mainly civil servants from first-level government agencies affiliated to the Taichung City Government. We designed a scale measuring psychological capital, awareness to workplace emotional blackmail, and feelings about working pressure as our research tool and collected data through questionnaires. The SPSS and Amos statistical software are used for correlation analysis, and descriptive statistical analysis, confirmatory factor analysis, independent sample t-test, single-factor variance analysis and multiple regression analysis were used to analyze the data to draw our conclusion and suggestion.
1.The psychological capital of civil servants was above average, and there were partially significant differences between their personal background and psychological capital.
2.The awareness to workplace emotional blackmail of the civil servants was above average, and there were partially significant differences between their personal background and awareness to workplace emotional blackmail.
3.The feelings about working pressure of the civil servants were below average, and there were partially significant differences between their personal background and feelings about working pressure.
4.Significant correlation was found between psychological capital, awareness to workplace emotional blackmail, and feelings about working pressure of civil servants
5.The psychological capital and awareness to workplace emotional blackmail of civil servants were predictive of feelings about working pressure.
Based on the research results, the following suggestions were given to administrator of government agencies, civil servants, and future researchers in the hope of helping maintain the psychological capital, reduce occurrence of workplace emotional blackmail, and relieve feelings about working pressure of civil servants:
1.Suggestions for the administration of agencies
(1)Establishing a smooth communication channel and setting up a reasonable and objective assessment mechanism.
(2)Encouraging the succession of experiences and shaping a learning role model.
2.Suggestions for civil servants
(1)Accepting self-imperfections and learning to live with your true self.
(2)Learning to value self-feelings and drawing an emotional line.
3.Suggestions for future researchers
(1)Using qualitative methods to gain an in-depth understanding of emotional blackmail in the workplace.
(2)Exploring the inner thoughts, perceptions and behaviors of people performing emotional blackmail.
(3)Exploring other relevant factors related to the awareness to workplace emotional blackmail.
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Chiu, Pei–Szu, and 邱珮思. "Study on relationship among attachment style, psychological separation-individuation, codependency, and emotional blackmail behavior for university students in Taiwan." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/33681148472063384718.
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碩士<br>國立暨南國際大學<br>輔導與諮商研究所<br>95<br>The purpose of the study was to investigate the relationships among attachment style, psychological separation-individuation, codependency, and emotional blackmail behavior for university students in Taiwan. The sample consisted of 897 college students(305males and 592females) from 17 universities in north、middle and east areas. Instruments used in this study included: Adult Attachment Style Scale, Separation-Individuation Test of Adolescence and College Students, Chinese Codependency Assessment Tool, and Emotional Blackmail Behavior Scale. Data obtained in this study were analyzed by two-way multivariate analysis, Pearson product-moment correlation, canonical correlation, and path analysis.
The main findings were as follows:
1.Attachment style, psychological separation-individuation, codependency, and emotional blackmail behavior had significant differences in grade and gender among college students, and psychological separation-individuation was under the interactive influence of both grade and gender.
2.There were significant positive correlations between attachment style and psychological separation-individuation, between attachment style and codependency, as well as between attachment style and emotional blackmail behavior.
3.There were five types of canonical correlation between psychological separation-individuation with emotional blackmail behavior; five types of canonical correlation between codependency with emotional blackmail behavior were discovered as well. Four types of canonical correlation between psychological separation-individuation with codependency were found.
4.The path, attachment style influenced psychological separation-individuation and codependency, and the letter then influenced emotional blackmail behavior, verified its analysis.
Based upon the above mentioned results, discussions and suggestions regarding to this research for the education of college students, guidance, and future researches were proposed.
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Chou, Yu-Han, and 周玉涵. "The relationship between civil servant’ perception of emotional blackmail and their turnover intention: the moderating effect of job stress." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/12738276693251776512.
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碩士<br>國立臺北大學<br>企業管理學系<br>101<br>As times changed and increasingly in the pace of social compact, modern people are beginning to feel the pressures from life and work. That will be lead to many emotional problems. In recent years, in some related issues of emotional management, Forward proposes a new term called “Emotional blackmail”. It is the most powerful form of manipulation in which people close to us threaten, either directly or indirectly, to punish us if we don’t do what they want.
All government institutions are committed to providing a variety of convenient administrative services. Civil servants in the workplace have to interact with supervisors, colleagues, and people. They will inevitably have some emotional problems by Interactive process, and even suffer emotional blackmail from supervisors, colleagues, and people. That will be lead to civil servant to have the physical discomfort, mental discomfort, and turnover intention. However, there are fewer discussions from emotional blackmail in the government. We explore the relationship between emotional blackmail and turnover intention by studying supervisors, colleagues, and people. Next, we further explore whether the performance is affected by job stress.
The study on civil servant shows that: emotional blackmail is part significantly correlated with turnover intention. Furthermore, job stress is part significantly correlated with turnover intention. Lastly, job stress plays part moderating role between emotional blackmail and turnover intention. According to the results, this study provides some suggestions for government institutions and managers.
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HENG, TSAI, and 蔡亨. "A Study on Exploring the Impact of Renqing Relationship on Group Relationship Believe: Using Emotional Blackmail as Moderator Effect." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/r3868b.
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碩士<br>真理大學<br>企業管理學系碩士班<br>107<br>The purpose of this study is to explore the influence of the relationship between the university students and the partners in different team relationship beliefs, the different team relationship beliefs will have different effects on the learning outcomes, and the relationship between the human relationship and the team relationship in the case of emotional blackmail interference. This study used the survey method to assign questionnaires to college students as subjects. In this study, the results of this study found that human relationships have a positive influence on emotional team relationship beliefs, emotional blackmail have negatively interfere affect the human relationships, the emotional team relationship beliefs. Human relationships for instrumental teams relationship beliefs, emotional or instrumental team relationship beliefs have no effect on learning outcomes.
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HUANG, JING-CHUN, and 黃靖淳. "A Study of the Relationship between Workplace Emotional Blackmail and Counterproductive Work Behavior: Adversity Quotient and Psychological Capital as Moderators." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/9y5ats.
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碩士<br>靜宜大學<br>企業管理學系<br>106<br>This study mainly focuse on how the employees who suffered from emotional blackmail at work to affect on counterproductive work behavior. Furthermore, will the employees’ adversity quotient and psychological capital effect on the relationship between emotional blackmail and counterproductive work behavior? The purpose of this study is not only to construct a model relationship between these variables for further related studies in the future, but also to provide a reference for practical management. This study conceptual framework is based on the study motives, study purposes and documents investigating, and offers three research hypotheses. The study conducted the empirical research by quantitative research method. The subjects of this study included 248 employees and 72 supervisors from 48 companies. After they have been conducted with a paired questionnaire survey, it results in 248 valid questionnaires. Finally, the conclusions came out through data analysis as the following:
1. Emotional blackmail has a significant positive effect on counterproductive work behavior. In other words, the more one suffered from the emotional blackmail, the more possibility one may affect counterproductive work behavior.
2. Adversity quotient has a significant negative effect on the relationship between emotional blackmail at work and counterproductive work behavior. That is, when suffered from emotional blackmail at work, the higher one’s adversity quotient is, the lower possibility for one to affects counterproductive work behavior.
3. The psychological capital has a significant negative effect on the relationship between emotional blackmail at work and counterproductive work behavior. In other words, when one suffers from emotional blackmail at work, the higher one’s psychological capital is, the lower possibility for one to affects counterproductive work behavior.
In conclusion, this study not only provides both theoretical and practical implications of the study result, but also reveals the limitations of this study. In addition, this study also provides some suggestions to the further related studies.
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WEN, YI-CHUN, and 温怡君. "The Study Relationalship among of Percieved Emotional Blackmail, Work Pressure and the Coping Strategies of the Elementary School Teachers in Hsinchu County." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/g4bgkt.
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碩士<br>國立中正大學<br>教學專業發展數位學習碩士在職專班<br>107<br>The study is to discuss the Perception Emotional Blackmail, Work pressure and the Coping Strategies of the Elementary School Teachers in Hsinchu County. The purpose of the study is to discuss the current situation of the work pressure and drgree of percieved emotional blackmail of the elementary school teachers with different background variables. It also discusses the relationship between the degree of perceived emotional blackmail and the work stress of the elementary school teacher, the relationship between the work pressure and the coping strategies of the elementary school teachers . The research method is the questionnaire survey method in the survey research method. Using the self-made questionnaire as a research tool, the available questionnaires are 354. The following are the main findings of this study:
1.Elementary School Teachers in Hsinchu County in terms of perceived emotional blackmail, the overall degree of feeling is between the middle and lower levels, and the source of emotional blackmail is mainly from the sergeant.
2.Elementary School Teachers in Hsinchu County in terms of the work pressure , the overall degree of feeling is between the middle and lower levels, and the psychological pressure is higher than the physiological pressure.
3.Elementary School Teachers in Hsinchu County in terms of coping strategies , the most common use of stress is emotional adjustment.
4.In the background variables, different genders have significant differences in the overall level of work pressure, psychological stress level and physiological stress of the teachers in Hsinchu County. There are no significant differences in the age, position, and size of the school.
5.The size of the school has significant differences in the work pressure of the teachers in Hsinchu County, and there is no significant difference in the age.
6.The degree of perceived emotional blackmail is significantly positively correlated with the overall level of work stress, psychological level and physiological level, and the degree of correlation is moderately correlated.
7.Work Pressure perception is based on the two aspects of “emotional adjustment” and “rational thinking”. The correlation is low negative correlation. In the “delay evasion” aspect, the correlation is low positive correlation.
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LI, HSUN-JOU, and 李焄瑈. "The Research about the Connection between Perception of Emotional Blackmail and Turnover Intention of Kaohsiung City District Officers: Work Resources as a Moderator." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/9w977q.
Full textAbstract:
碩士<br>國立高雄師範大學<br>人力與知識管理研究所<br>106<br>This study aims on exploring the connection between Kaohsiung City district staff’s perception of emotional blackmail and turnover intention, taking job resources as moderator variable on workplace emotional balckmail toward turnover intention. It expects to make specific suggestions for government institute and researchers.
Kaohsiung City district staff were the study target of this study through paper questionnaires by on-site physical and paper survey, sent out 330 copies, collected 321, 297 valid, using the SPSS 24.0 statistical software to analyzed and verified. The research result as below:
(1)Significant positive correlation between the perception of emotional balckmail and turnover intention.
(2)Job resources is negatively correlated with turnover intention.
(3)Job resources has variable effect for the perception of emotional blackmail and turnover intention.
Based on study above, it comes out staff should have more positive and good interaction with the public to enhance self emotion management and communication ability, then to seek the support from different sources and advance job proffeciency as well. For organizations, encourage staff to have better interaction among others and fully use employment assist program to enhance the aiblity of communication and learn how to deal with emotional balckmail, providing motivation tips of self achievement and promote group excitation. Otherwise, it suggests reserchers could expand the target of study field increasing reliability and validity, taking different ways of study to verify enhancing its study value.
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LIN, YIN-YU, and 林穎妤. "A Study of Relationships among Emotional Blackmail, Job Stress, Self-Efficacy and Service-Orient Organization Citizenship Behaviors: An example of the service industry first line staff." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/gv25k8.
Full textAbstract:
碩士<br>國立臺南大學<br>經營與管理高階經營碩士在職專班(EMBA)<br>106<br>This purpose of this study is to dicuss the relationship among emotional blackmail, job stress,self-efficacy ands ervice-orient organizational citizenship behaviors.
For service-orient organizational citizenship behaviors appoint to be the dependent variable, so sampled by around 3,550 staffs who work in the south Carrefour supermarket 15 stores, was conducted questionnaire survey. There each staff is requested to service customers including management team, so all are the first line staff. The following are conclusions we drew from analyzing 311 effective questionnaires what is structed and closed method with SPSS and AMOS software. The major finding of this study are summarized as following:
1. Emotional blackmail has a significantly negative impact on loyalty of service-orient organizational citizenship behaviors.
2. Emotional blackmail has a significantly positive impact on job stress.
3. Psychology stress of job stress has a fully mediating effect on negative emotional blackmail of emotional blackmail and loyalty of service-orient organizational citizenship behaviors.
4. Positive emotional blackmail of emotional blackmail has a significantly positive impact on self- efficacy.
5. Self- efficacy has a significantly positive impact on service-orient organizational citizenship behaviors.
6. Self- efficacy has a partial mediating effect on negative emotional blackmail of emotional blackmail and loyalty of service-orient organizational citizenship behaviors.
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Ping, Hsiao, and 柯小萍. "An Exploratory Study of the Impacts of Emotional Blackmail and Social Support on Employees Performance – An Example of the Hardware Industry in the Middle Region of Taiwan." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/39572904797343166563.
Full textAbstract:
碩士<br>國立中正大學<br>企業管理所<br>98<br>With the development of technology and fast circulation of information, modern people are pressured by competitions. The environmental changes create more alienation. We all live a bipolar lifestyle: forced to face the people at work, while hiding in our nests after work. Some find self-identity in the crowd, while others discover the value of existence when being alone. Under the bipolar lifestyle, emotional disorders are common in the workplace, such as complaints, disputes, or even roars against the company, superior, or colleagues.
Many studies have been conducted on emotional management and job stress, but the “emotional blackmail” is still a new concept in Taiwan. According to Susan Forward, emotional blackmail is a powerful form of manipulation in which people close to us threaten, either directly or indirectly, to punish us if we don''t do what they want (Yu-rong Du, 2000). In Yi-ling Chen, Zhong-ju Liu and Guo-rong Fang (2005), major emotional blackmails often come from the superior, client, subordinate, and supplier. We analyze the relationship between emotional blackmail and work performance by studying the closest friends in workplace, the superior, and colleagues. Next, we analyze how the work performance is affected by emotional blackmails from the superior or colleague and the social support.
The study on the hardware industry in the central region shows that: 1. the emotional blackmail in the workplace negatively affects work performance; 2. most workers tend to cease disputes; 3. the subordination (as a whole) and subordination (for individuals) dimensions of emotional blackmails in the workplace are negatively correlated to the over-sympathy dimension at a significant level; 4. the self-blaming dimension, over-sympathy dimension, and dispute-closure dimension are all positively related to the emotional traits vulnerable to blackmails at a significant level.
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Lin, Shi-Yao, and 林士堯. "The Investigation and the Clarification of Emotion Blackmail- An Evidence from the Business Organization." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/9686x6.
Full textAbstract:
碩士<br>中原大學<br>企業管理研究所<br>106<br>Emotional blackmail, is a common behavior in Chinese society, it has the relevant discussion, emotional blackmail is regarded as the negative emotion outcomes and seizure behaviors caused by interpersonal behaviors. In this study, I clarify the content of Emotional blackmail, it could be viewed as a interactive process including blackmail behaviors, relationship, and emotional reaction. This study attempts to research the Emotional blackmail the organization field through a qualitative research methods, interviews seventeen members with more than 1 year- work experience to capture their experience concerning Emotional blackmail behaviors and their emotional responses of that. After the analysis of the theme of the following analysis: Emotional blackmail is an unforgettable event by blackmailee. Mainly because close relationships and power imbalances make the blackmailee feel powerless and difficult to resist. Moreover, members of the organization will have emotional adjustments due to emotional extortion. When the blackmailer performs the blackmail behavior, the blackmailee does not resist because of the relationship with each other, it would easily trigger the emerging of personal grudge toward the blackmailer. When the blackmailer performs the blackmail behavior, the blackmailee does not resist because of the imbalance power between them, it might trigger blackmailee powerless and angry emotion.