臺灣博碩士論文加值系統

本研究的目的在探討主管不當監督、主管與部屬交換關係、員工犬儒主義與職場偏差行為之間的關連性，研究對象以金融服務業為主，研究者共發出500份問卷，有效問卷為405份。本研究係採配對問卷，由一位直屬主管搭配其直轄二位部屬來填答。

研究方法採因素分析、信度分析以及SEM來驗證各構面間的影響關係。結果顯示，（1）主管不當監督的行為對職場偏差行為和員工犬儒主義具有顯著正面影響；另對主管與部屬交換關係則有顯著負面影響，（2）主管與部屬交換關係對職場偏差行為及員工犬儒主義則有顯著負面影響，（3）主管不當監督會透過主管與部屬交換關係的中介作用，影響職場偏差行為的展現。

依據研究結果對管理實務提出四項建議：從主管方面可採取參與式領導或對居於外團體的部屬多鼓勵表揚，使其負向情緒得以紓解，避免部屬表現偏差行為；由組織方面可考量導入EAP諮商輔導制度，當員工受到不當監督時可尋求資源協助，或成立管理評鑑中心，從源頭遴選具潛力的主管，避免具有不當監督傾向的候選人擔任主管職位。

The purpose of the study is to explore the relationship between abusive supervision, leader-member’s exchange relationship, employee cynicism and workplace deviance behavior. The total valid sample consisted of 405 employees from Financial Services companies in Taiwan workplace. Moreover, the data from paired questionnaire reponsed by matched supervisors and subordinates (the 1：2 ratio) and was analyzed by factor analysis, reliability analysis with the SEM model to measure the relationship among the constructs.

From the results, the Abusive supervision has a positive influence on Employee cynicism and Workplace deviance behavior. On the other hand, Abusive supervision has a negative influence on Leader-member’s exchange relationship. In addition, Leader-member’s exchange relationship also has negative influences on Workplace deviance behavior and Employee Cynicism. Furthermore, Leader-member’s exchange relationship mediated the relationship between Abusive supervision and Workplace deviance behavior as well.

Based on the results, the author suggests four proposals on the management practice. First of all, supervisors could take participative leadership. Secondly, supervisors can encourage or praise the subordinates, were considered out-group members, for their efforts. Thirdly, the enterprises could consider implementing the EAP (Employee Assistance Program) to console with those being abused employees. On the other hand, firms could launch the Assessment Center to select potential candidates who have possessed of participative leadership from the beginning.

中文（英文）摘要---------------------------- Ⅰ、Ⅱ
目錄----------------------------------------------------------------III
表目錄-------------------------------------------------------------Ⅳ
圖目錄-------------------------------------------------------------V
第一章 緒論-----------------------------------------------------1
第一節 研究動機------------------------------------------1
第二節 研究目的------------------------------------------3
第三節 研究流程------------------------------------------4
第二章 文獻探討-----------------------------------------------5
第一節 主管不當監督------------------------------------5
第二節 主管與部屬交換關係--------------------------12
第三節 員工犬儒主義之意涵--------------------------14
第四節 職場偏差行為之意涵--------------------------17
第五節 各構面關係探討--------------------------------20
第三章 研究設計與方法--------------------------------------27
第一節 研究架構-----------------------------------------27
第二節 研究假設-----------------------------------------28
第三節 研究假設變項之定義與衡量構面-----------29
第四節 抽樣方法與樣本結構分析--------------------33
第五節 資料分析方法-----------------------------------36
第六節 信度與效度分析--------------------------------38
第四章 研究分析與結果------------------------------- 45
第一節 研究構面基本資料分析-----------------------45
第二節 各構面之Pearson相關分析-----------------50
第三節 整體模式分析-----------------------------------52
第四節 研究假設與實證結果--------------------------61
第五章 結論與建議------------------------------------------- 63
第一節 研究結論----------------------------------------------63
第二節 理論意涵與管理意涵--------------------------68
第三節 研究限制-----------------------------------------71
第四節 研究建議-----------------------------------------72
參考文獻---------------------------------------------------------73
中文文獻---------------------------------------------------------73
英文文獻---------------------------------------------------------74
附錄---------------------------------------------------------------81
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