臺灣博碩士論文加值系統

摘 要
在現代組織理論的研究過程中，任何理論體系的建構都必須充分考慮組織中的個體和群體行為問題。但是，在Katz提出角色外行為這一概念後直至今日，在國外組織行為學和人力資源管理研究領域內，相對於積極的角色外行為而言，消極的角色外行為是一個近十多年來才開始逐漸受到學者們重視的研究議題。
作為一種典型的消極角色外行為，員工偏差行為被學者們定義為：組織成員有意採取的，違反或對抗正式與非正式組織規範，從而在客觀上給組織或者組織成員的財產與利益造成損害的行為。一些研究者認為，員工偏差行為和組織公民行為一起作為關係績效，與任務績效共同構建起了一個完整的、多面向的工作績效結構。不僅如此，員工偏差行為的提出還改變了人們將關係績效等同於積極角色外行為的片面認知，因此對於拓展角色外行為研究的系統性具有重要意義。所以我們相信，在構建高績效工作系統的組織和人力資源管理實踐的過程中，探索與員工偏差行為有關的一些具體問題具有重大的理論價值和現實意義。
透過對大量的國內外文獻進行具體分析後發現：第一，我們非常缺乏對中國文化情境下員工偏差行為內部結構構面所進行的探索；第二，在組織和群體層面上的探索員工偏差行為前因變數的研究還不多；第三，對特定前因變數影響員工偏差行為的過程和機理的研究還需要不斷深入。基於這一現狀，本文著重圍繞上述三個方面的問題進行了相應的研究設計，並透過歸納演繹和實證研究的方法獲得了一些重要的研究結論：

首先，我們發現在中國文化情境下，企業內員工的偏差行為主要由五個構面具體構成，即工作怠惰行為、公司政治行為、瀆職濫權行為、貪墨侵佔行為和敵對破壞行為。這與西方文化情境下的員工偏差行為既一定有相似性，又有明顯的區別。
其次，雖然組織公平作為重要的組織情境變數對員工偏差行為的影響得到了證實，但是這種影響的過程和機理還需要進一步探討，例如：員工對分配公平的感知與其工作滿意和組織承諾之間沒有明顯的關係，但是程序公平和互動公平卻對工作滿意和組織承諾有著非常大的影響。因此，分配公平影響員工偏差行為就很有可能不是透過組織承諾和工作滿意實現的。
最後，在考察個體情感特質對組織公平與員工偏差行為間關係的調節作用的過程中，我們發現：積極情感特質和消極情感特質對交互公平與員工偏差行為間關係的調節作用均不顯著。而作為對整個研究的總結，本文在最後還對該研究的實踐價值、主要不足和未來研究的基本建議進行了相關探討。

Abstract
Compare with positive extra-role behavior, negative extra-role behavior is a topic which attracted the attention of scholars for just over 10 years in the tradition of foreign organizational behavior research. Actually, because of both positive and negative extra-role behavior would affect the employee’s work performance together, it is very important for the practice of human resource management.
This article focused on one kind of typically negative extra-role behavior, employee deviant behavior, through a lot of literatures analyses we found out: firstly, there are very lack of exploration to the employee deviant behavior’s dimensions in the context of Chinese culture; secondly, we need to expand the research of the antecedents to employee deviant behavior in the level of organizational context; thirdly, we need to further analysis the process and mechanism of special antecedent affects the employee deviant behavior. Taking into account the situations, we designed our research plan around these issues, and achieved some research conclusions by induction, deduction and empirical research:
First of all, we found that employee deviant behavior consist of five dimensions in Chinese context, such as Work Inaction, Corporate Political Behavior, Malfeasance and Power-Abuse, Theft and Purpresture, Hostile and Destructive Behavior. There are both similarities and differences with the employee deviant behavior in foreign context.
Next, different dimensions of organizational justice had significant influence to employee deviant behavior, especially the perception of procedural justice and interpersonal justice. At the same time, for explore the process and mechanism of organizational justice influence the employee deviant behavior, based on the analysis orientation of organizational context influence cognitive processing, and cognitive processing influence individual behavior, we introduced organizational commitment and job satisfaction into our conceptual model and demonstrated that both of them are two mediator variable in some relationships between organizational justice and employee deviant behavior.
Finally, when study the moderate effect of emotional affectivity in the relationship between organizational justice and employee deviant behavior, we found that negative and positive affectivity are two important moderate variables. The practical implication, study limitation and future directions are offered as a summary finally.

目錄
誌 謝------------------------------------------------------------------------------Ⅰ
中文摘要--------------------------------------------------------------------------Ⅱ
英文摘要--------------------------------------------------------------------------Ⅳ
目錄-----------------------------------------------------------------------------Ⅵ
表目錄-----------------------------------------------------------------------------Ⅷ
圖目錄-----------------------------------------------------------------------------Ⅹ
第一章 緒論-----------------------------------------------------------------------1
第一節 研究問題-----------------------------------------------------------1
第二節 研究目的-----------------------------------------------------------5
第二章 文獻探討---------------------------------------------------------------8
第一節 組織公平----------------------------------------------------------8
第二節 員工偏差行為----------------------------------------------------16
第三節 組織承諾和工作滿意-------------------------------------------25
第四節 人格特質—積極和消極情感----------------------------------39
第三章 研究方法---------------------------------------------------------------44
第一節 研究架構與假設-------------------------------------------------44
第二節 員工偏差行為問卷設計----------------------------------------64
第三節 員工偏差行為量表的預試-------------------------------------70
第四節 員工偏差行為的結構驗證-------------------------------------84
第四章 研究結果--------------------------------------------------------------99
第一節 變數的測量方法-----------------------------------------------101
第二節 主效應模型的實證檢驗---------------------------------------110
第三節 中介效應模型的實證檢驗------------------------------------114
第四節 調節效應模型的假設檢驗-----------------------------------133
第五章 結論與建議-----------------------------------------------------------139
第一節 實證結果匯總與探討-----------------------------------------139
第二節 管理意涵--------------------------------------------------------142
第三節 研究限制與後續建議-----------------------------------------146
參考文獻------------------------------------------------------------------------148
附錄1 中國企業員工偏差行為調查問卷---------------------------------154
附錄2 中國企業員工偏差行為調查問卷(預測試版)-------------------155
附錄3 中國企業員工偏差行為調查問卷(正式版)----------------------157
附錄4 組織公平與員工偏差行為間關係的調查------------------------159


表目錄
表2-1 員工消極行為的主要研究分支及其概念界定--------------------16
表2-2 工作滿意度的基本構面-----------------------------------------------34
表3-1 個人訪談的對象、辦法和時間計畫---------------------------------65
表3-2 關鍵事件問卷填答人的地區和部門分佈統計--------------------68
表3-3 預試樣本的特徵分佈--------------------------------------------------70
表3-4 基於T檢驗的項目鑒別度分析--------------------------------------72
表3-5 KMO值及Bartlett's球形檢驗-----------------------------------------76
表3-6 預試樣本數據旋轉後的因素載荷矩陣-----------------------------77
表3-7 預試數據各因素的方差貢獻率--------------------------------------79
表3-8 各分量表的內部一致性信度係數-----------------------------------80
表3-9 預試樣本的特徵分佈--------------------------------------------------85
表3-10 員工偏差行為量表32個題項的描述性統計--------------------86
表3-11 四種模型的擬合指標及其比較------------------------------------88
表3-12 量表的內部一致性信度係數---------------------------------------91
表3-13 量表的折半信度(未校正) ------------------------------------------92
表3-14 兩個分半測驗的描述性統計---------------------------------------92
表3-15 整個測驗的描述性統計---------------------------------------------92
表3-16 五個效標和員工偏差行為各構面的相關分析------------------93
表4-1 有效研究樣本的基本特徵分佈------------------------------------100
表4-2 組織公平測量問卷的效度分析------------------------------------103
表4-3 組織承諾測量問卷的效度分析------------------------------------104
表4-4 工作滿意度測量問卷的效度分析---------------------------------106
表4-5 偏差行為測量問卷的效度分析------------------------------------107
表4-6 情感特質測量問卷的效度分析------------------------------------109
表4-7 描述性統計及相關分析---------------------------------------------110
表4-8 組織公平與員工反生產行為的階層回歸結果------------------111
表4-9 中介變量與組織公平和反生產行為的描述性統計及相關分析------------------------------------------------------------------------------------114
表4-10 組織公平與組織承諾和工作滿意的階層回歸結果-----------115
表4-11-1 組織公平、工作滿意和工作怠惰行為階層回歸-------------118
表4-11-2 組織公平、工作滿意和公司政治行為階層回歸-------------119
表4-11-3 組織公平、工作滿意和瀆職濫權行為階層回歸-------------120
表4-11-4 組織公平、工作滿意和貪墨侵佔行為階層回歸-------------122
表4-11-5 組織公平、工作滿意和敵對破壞行為階層回歸-------------123
表4-12 工作滿意中介作用的檢驗結果-----------------------------------124
表4-13-1 組織公平、組織承諾和工作怠惰行為階層回歸-------------126
表4-13-2 組織公平、組織承諾和公司政治行為階層回歸-------------127
表4-13-3 組織公平、組織承諾和瀆職濫權行為階層回歸-------------128
表4-13-4 組織公平、組織承諾和貪墨侵佔行為階層回歸-------------129
表4-13-5 組織公平、組織承諾和敵對破壞行為階層回歸-------------130
表4-14 組織承諾中介作用的檢驗結果-----------------------------------131
表4-15 積極情感的調節作用檢驗-----------------------------------------135
表4-16 消極情感的調節作用檢驗-----------------------------------------138
表5-1 主要實證研究結論匯總---------------------------------------------140
圖目錄
圖2-1 Robinson和Bennett的員工反生產行為的四個因素結構圖----19
圖2-2 Gruys 和Sacket的員工反生產行為的四個因素結構圖---------19
圖2-3 情感特質的兩維模型--------------------------------------------------43
圖3-1 本研究研究架構--------------------------------------------------------44
圖3-2 深度訪談中的半結構化問卷-----------------------------------------66
圖3-3 開放性問卷的基本樣式-----------------------------------------------66
圖3-4 主成分特徵根值的散點圖--------------------------------------------78
圖3-5 員工偏差行為五因素結構的標準化路徑圖-----------------------90
圖3-6 中西方企業員工反生產行為的結構比較--------------------------95

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