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研究生:江美月
研究生(外文):Chiang-Mei-Yueh
論文名稱:職場偏差行為與其影響因素之研究
論文名稱(外文):A Study on Workplace Deviance Behavior and its Determinants
指導教授:林亮宏林亮宏引用關係
指導教授(外文):Lin-Liang-Hung
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:國際企業系
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:101
畢業學年度:100
語文別:中文
論文頁數:163
中文關鍵詞:職場偏差行為人格特質領導風格企業倫理氣候關係
外文關鍵詞:workplace deviance behaviorPersonality traitsLeadershipOrganizational ethical climateGuanxi
相關次數:
  • 被引用被引用:9
  • 點閱點閱:1026
  • 評分評分:
  • 下載下載:177
  • 收藏至我的研究室書目清單書目收藏:1
職場偏差行為是公司不樂見並且極力要避免的事宜,為何會發生? 如何避免及降低? 各公司皆在找尋答案中。員工在不同的企業倫理氣候下,同仁彼此間的關係,加上不同的人格特質及部門主管差異化的領導風格,是會抑制或激發員工的職場偏差行為,本研究想歸納其關聯性。
本研究以台灣地區在職人士為研究對象,採樣金融業及製造業之主管與部屬做為研究對象,樣本數共計512份(58位主管對應512位員工,共計發放1,024份問卷,配對組成512份樣本數)進行實證研究,其樣本分析後之結果具有一定的客觀性。本研究採用複迴歸分析法探討人格特質、領導風格、企業倫理氣候、關係與職場偏差行為間的關聯性。研究發現,人格特質中的神經質對人際偏差及組織偏差行為有顯著正向影響、認真盡責型對人際偏差行為有正向影響;領導風格中的高績效期望、獎勵對人際偏差及組織偏差行為有顯著負向影響、懲罰對人際偏差及組織偏差行為有顯著正向影響;企業倫理氣候中的工具型對人際偏差及組織偏差行為有顯著負向影響、獨立判斷型對人際偏差及組織偏差行為有顯著正向影響;關係中的互惠對人際偏差及組織偏差行為有顯著負向影響、情感維持對人際偏差及組織偏差行為有顯著正向影響。即表示人格特質、領導風格、企業倫理氣候、關係與職場偏差行為有部份顯著的影響。
關鍵字:職場偏差行為、人格特質、領導風格、企業倫理氣候、關係
Workplace deviance behavior is a behavior that not merely influences but also harms organization performance. What are the determinants that cause workplace deviance behavior? How to prevent and reduce this behavior? These are the questions that have intrigued many organizations and academics alike. As ethical climates in organizations, guanxi among employees, employees' personality traits and supervisors' leadership are all possible factors in restraining or triggering workplace deviance behavior, this study attempts to find out the connections in between.
This study investigates supervisors and their subordinates in Taiwan’s finance and manufacturing industries. A self-administered questionnaire survey was conducted and questionnaires were sent to 512 participants, in which 58 supervisors were included. In total 1024 questionnaires were obtained. This empirical study uses the multiple regressions to analyze the connections between personality traits, leadership, organizational ethical climates, guanxi and organizational deviance behavior. The results reveal that neuroticism in personality traits has a significant and positive influence on both interpersonal and organizational deviance behaviors while conscientiousness has a significant positive influence on interpersonal deviance behaviors. Concerning leadership, high performance expectations and rewards in leadership have a significant and negative influence on both interpersonal and organizational deviance behaviors, whereas punishments have a significant and positive influence on interpersonal and organizational deviance behaviors. In organizational ethical climates, instrumental ethical climate has a significant and negative influence on interpersonal and organizational deviance behaviors while independent ethical climate has significant and positive influence on interpersonal and organizational deviance behaviors. With regards to guanxi, reciprocity has a significant and negative influence on both interpersonal and organizational deviance behaviors and the maintenance of guanxi has a significant positive influence on both interpersonal and organizational deviance behaviors. In conclusion, personality traits, leadership, organizational ethical climate as well as guanxi significantly influence workplace deviance behavior.
Keywords: Workplace deviance behavior; Personality traits; Leadership;Organizational ethical climate; Guanxi
摘 要 I
Abstract II
誌 謝 IV
目 錄 V
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 9
第三節 研究流程 10
第二章 文獻探討 11
第一節 人格特質 11
第二節 領導風格 19
第三節 企業倫理氣候 30
第四節 關係 36
第五節 職場偏差行為 46
第三章 研究方法與設計 50
第一節 研究架構 50
第二節 研究假說 52
第三節 研究變數與操作定義 70
第四節 研究樣本與問卷設計 80
第五節 資料分析方法 82
第六節 信度與效度分析 85
第四章 研究結果與分析 87
第一節 樣本結構分析 87
第二節 研究構面之問項分析 92
第三節 研究變項之獨立樣本t檢定 98
第四節 研究變項之變異數分析 104
第五節 研究構面相關分析 123
第六節 複迴歸分析 126
第五章 結論與建議 130
第一節 研究結果 131
第二節 管理意涵 135
第三節 研究限制 141
第四節 後續研究建議 141
參考文獻 142
附錄 研究問卷 157



表 目 錄
表1-1國內職場偏差行為案例 3
表1-2國外職場偏差行為案例 6
表2-1 人格特質研究之各學派代表 12
表2-2 人格特質的定義 13
表2-3 人格特質的分類 14
表2-4 五大人格特質衡量 17
表2-5領導的定義 19
表2-6特質論 21
表2-7行為論 21
表2-8情境論 22
表2-9新進領導理論 23
表2-10魅力型領導者的特徵 25
表2-11轉換型領導者的特徵 27
表2-12交易型領導者的特徵 28
表2-13職場偏差行為相關構面分類彙整表 48

表3-1 五大人格特質之衡量構面 71
表3-2領導風格之衡量構面 73
表3-3企業倫理氣候之衡量構面 75
表3-4關係之衡量構面 77
表3-5職場偏差行為之衡量構面 79
表3-6正式問卷內容 81
表3-7 各變項之信度分析表(n=512) 86

表4-1性別之樣本分布 88
表4-2年齡之樣本分布 88
表4-3教育程度之樣本分布 89
表4-4工作年資之樣本分布 89
表4-5企業屬性之樣本分布 90
表4-6行業別之樣本分布 90
表4-7員工人數之樣本分布 90
表4-8工作職位之樣本分布 91
表4-9人格特質問項之平均值與標準差(n=512) 92
表4-10領導風格問項之平均值與標準差(n=512) 94
表4-11企業倫理氣候問項之平均值與標準差(n=512) 95
表4-12關係問項之平均值與標準差(n=512) 96
表4-13職場偏差行為問項之平均值與標準差(n=512) 97
表4-14 性別在各構面上之t檢定表(N=512) 99
表4-15 行業別在各構面上之t檢定表(N=512) 101
表4-16企業屬性在各構面上之t檢定(n=512) 103
表4-17年齡不同對各構面之變異數分析(n=512) 106
表4-18教育程度不同對各構面之變異數分析(n=512) 110
表4-19年資不同對各構面之變異數分析(n=512) 115
表4-20員工人數不同對各構面之變異數分析(n=512) 119
表4-21職位不同對各構面之變異數分析(n=512) 122
表4-22各構面之相關係數矩陣 125
表4-23三項控制變數及各構面之複迴歸分析(n=512) 129

表5-1研究假說之檢定結果彙整表 131


圖 目 錄
圖1-1研究流程 10
圖2-1職場偏差行為分類(Robinson & Bennett, 1995) 47
圖3-1研究架構圖 51
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