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研究生:劉盈均
研究生(外文):Ying-chun Liu
論文名稱:員工負向情感特質對職場偏差行為之影響:以倫理氣候為干擾變數
論文名稱(外文):The Effect of Negative Affectivity on Workplace Deviant Behaviors: The Moderating Roles of Organizational Ethical Climate
指導教授:陳建丞陳建丞引用關係
口試委員:黃櫻美耿慶瑞
口試日期:2009-06-04
學位類別:碩士
校院名稱:國立臺北科技大學
系所名稱:商業自動化與管理研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:66
中文關鍵詞:負向情感特質偏差行為組織倫理氣候階層線性迴歸模式
外文關鍵詞:Affect traitsDeviant BehaviorsOrganizational Ethical ClimateHierarchical linear modeling
相關次數:
  • 被引用被引用:7
  • 點閱點閱:369
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:1
情感為預測某些工作行為的重要因子之ㄧ,且發現員工的負向情感特質會影響員工所表現之偏差行為。本研究延伸過去的研究,探討員工負向情感與偏差行為間的關係,並以跨層次線性模式法(hierarchical linear modeling, HLM)來檢視不同倫理氣候類型的調節效果。本研究以40家不同公司的310位員工為樣本,研究結果發現,負向情感特質與偏差行為間有顯著的正向關係,且當規則導向的倫理氣候愈高時,負向情感特質與偏差行為間的負向關係會愈強;而當關懷導向或工具導向的倫理氣候愈高時,負向情感特質與偏差行為間的正向關係會愈強。
Past research suggest that affect is an important antecedent of some job behaviors. This study extends previous research by investigating the relationships between negative affectivity and employee deviant behavior, and using hierarchical linear modeling (HLM) to examine the moderating roles of organizational ethical climate. Result from 310 employees of 40 films partially supported our hypotheses and showed that negative affectivity was significantly positive related to employee deviant behavior. In addition, when the rules and instrumental ethical climate of job was high, the positive relationship between negative affectivity and employee deviant behaviors became stronger; when the caring ethical climate of job was high, the negative relationship between negative affectivity and employee deviant behavior became stronger.
中文摘要 I
ABSTRACT II
誌 謝 III
目錄 V
圖目錄 VII
表目錄 VIII
第一章 緒論 1
1.1 研究動機 1
1.2 研究目的 4
第二章 文獻探討 6
2.1員工偏差行為 6
2.2 負向情感特質 12
2.3負向情感特質與偏差行為之間的關係 15
2.4 組織倫理氣候 17
2.5 組織倫理氣候的干擾效果 21
第三章 研究方法 24
3.1研究架構與假說 24
3.2研究假設 24
3.3 研究對象與流程 25
3.3.1 研究對象 25
3.3.2 研究流程 25
3.4 研究變數與衡量工具 26
3.4.1 負向情感特質 27
3.4.2 偏差行為 27
3.4.3 倫理氣候 28
3.5 控制變數 29
3.5.1 人口統計變數 29
3.5.2 人際公平 29
3.5.3 工作滿足 30
3.5.4 社會期許 30
3.5.5 正向情感特質 31
3.6 統計方法 31
第四章 研究結果 32
4.1 描述性統計與相關係數分析 32
4.2 驗證性因素分析 34
4.3 階層線性模型 34
4.3.1 模型衡量指標 35
4.4 研究假說之檢驗 36
4.4.1 零模式(Null model) 36
4.4.2 隨機模式 37
4.4.3 截距預測模式 37
4.4.4 斜率預測模式 38
第五章 結論與建議 42
5.1 負向情感特質之主效果 42
5.2 倫理氣候之干擾效果 42
5.3 研究貢獻 45
5.3.1 理論意涵 45
5.3.2 跨文化議題 45
5.3.3 實務貢獻 47
5.4 研究限制 48
5.4.1 研究樣本 48
5.4.2 問卷設計 48
5.4.3 相同方法偏誤 48
5.4.4 員工偏差行為的自我低估 49
5.5 未來研究建議 49
5.5.1 偏差行為量表的發展 49
5.5.2 研究樣本 50
5.5.3 評估誤差 50
5.5.4 研究變數 51
5.6 研究結論 51
參考文獻 52
附錄一: 61
附錄二:A卷 第一階段問卷 64
附錄三:B卷 第二階段問卷 66
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