臺灣博碩士論文加值系統

本研究主要探討當員工在執行任務時，若是領導者出現拖延行為，會使員工產生的工作挫折程度為何？其次，員工的工作挫折程度會對他們產生職場偏差行為的影響為何？此外，員工的工作鑲嵌程度，是否會對領導者拖延與員工工作挫折間關係產生顯著的干擾作用？而員工個人的回復力程度，是否會對員工工作挫折與職場偏差行為間關係產生顯著的干擾作用？本研究根據文獻探討建立研究架構，提出四項研究假設，並採用問卷作為蒐集資料之工具，研究對象包括職場中主管及其直屬員工，共徵得68位企業主管及其所管理的團隊，共268位員工，同意協助進行配對式問卷施測，為避免共同方法變異的偏差現象，問卷區分為員工問卷與主管問卷兩種蒐集來源，每位主管與員工配對成一套完整問卷，最後共獲得268套有效問卷，有效回收率為100%。其中，主管的領導者拖延、員工的工作挫折、工作鑲嵌與回復力是由員工填答，員工的職場偏差行為則由主管進行填答，此外，不同變數資料也分別在三個不同時間點，且間隔兩週進行測量。經由資料分析後，獲得研究結果如下：
一、員工遭受領導者拖延的感受程度會對員工工作挫折產生顯著的正向影響。
二、員工工作挫折的感受程度會對其職場偏差行為產生顯著的正向影響。
三、員工工作鑲嵌程度對領導者拖延與員工工作挫折間關係沒有顯著干擾作用。
四、員工的個人回復力會對其工作挫折與職場偏差行為間關係產生顯著的干擾作用。當員工的個人回復力越高時，員工工作挫折對職場偏差行為的正向影響效果越低；反之，當員工的個人回復力越低時，員工工作挫折對職場偏差行為的正向影響效果越高。
最後，針對研究結論提出理論與實務上的意涵，以及研究上之限制，並提出建議以供未來相關研究者作為參考。

This study mainly focus on examining whether the employee suffer leader procrastination from the supervisor will influence the employee job frustration. It also examines whether the employee job frustration will influence the deviant workplace behavior. Furthermore, it examines the moderator effect of job embeddedness on the relationship between the leader procrastination and job frustration and the moderator effect of resilience on the relationship between job frustration and deviant workplace behavior.
This study used a questionnaire as a tool for collecting data. The research object includes supervisors and their immediate employees in the workplace.The researchers distribute and collect questionnaires for appropriate research subjects. A total of 268 sets questionnaires were sent out, and a total of 268 sets questionnaires were returned. The recovery rate was 100%.
In order to avoid common method variance, employees answered the leader procrastination, job frustration, job embeddedness and resilience items, supervisors answered the workplace deviation behavior items, the data of different variables were also measured at three different time points and two weeks apart.
According to the data analysis, the results are as follows:
(1) The employee suffer leader procrastination from the supervisor has a significant positive effect on the employee job frustration.
(2) The employee job frustration has a significant positive effect on the deviant workplace behavior.
(3) Job embeddedness did not has a significant moderating role on the leader procrastination and job frustration.
(4) Resilience has a significant moderating role on employee job frustration and deviant workplace behavior.
Finally, in addition to the theoretical and practical implications of the research conclusions, as well as research limitations and suggestions for the study, and for future related researchers as a reference.

摘要 I
ABSTRACT III
目錄 V
表目錄 VI
圖目錄 VII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題與目的 5
第三節 研究程序 7
第二章 文獻探討 9
第一節 領導者拖延 9
第二節 工作挫折 12
第三節 職場偏差行為 15
第四節 工作鑲嵌 17
第五節 回復力 19
第六節 研究變數間關係與假設推論 21
第三章 研究方法 25
第一節 研究架構 25
第二節 研究假設 26
第三節 研究工具與變數操作性定義 27
第四節 研究對象與抽樣方法 37
第五節 資料分析方法 40
第六節 信度與效度分析 42
第四章 研究結果分析 53
第一節 人口統計變數分析 53
第二節 各變數間的相關分析 56
第三節 各變數間之影響性分析 57
第五章 結論與建議 61
第一節 研究結果 61
第二節 研究意涵 65
第三節 研究限制 69
第四節 未來研究建議 70
參考文獻 71
附錄一 問卷－主管填答 80
附錄二 問卷－員工填答 83

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