摘要 本研究旨在探討五大人格特質與網際網路閒逛之間的關係,並以薪資滿意、真誠領導、組織懲罰為調節變項。過去國內外研究文獻多以組織公正、主管親近、正向獎勵、組織規範或同事間的規範為切入點,本研究加入真誠領導、薪資滿意、組織懲罰這些情境變項,期望為網路閒逛議題加入不同的觀點。 問卷全部發出300份紙本問卷,並於網路上設立問卷網站以利遠端樣本可於網路上填寫,問卷回收220份回收率73.33%,扣除未填過多者及不適用者共52份,有效問卷為168份。網路問卷為38份占有效問卷的0.18%,研究最後採用的所有有效問卷樣本為206份,並藉由統計軟體加以分析。根據本研究分析結果指出: 1.五大人格特質確實有不同的網路閒逛行為。 2.組織懲罰會調節五大人格特質的網路閒逛行為。 3.薪資滿意會調節五大人格特質的網路閒逛行為。 4.真誠領導會調節五大人格特質的網路閒逛行為。 本研究結果顯示,不同的人格特質在職場,會有不同的網路閒逛行為,而本研究提供三種調節變項組織懲罰、薪資滿意與真誠領導,提供組織做參考,而每種策略的使用,並非絕對或是好壞,而是如何調控,拿捏得當進而做出最適合程度的調控,使得組織內網路閒逛的行為降到最低,也希望組織從本研究中了解到,是否網路閒逛行為,是因為不同人格特質,而有不同的需求,除了禁止之外,是否能做出有彈性的政策,來滿足不同人格特質的需求。
Abstract This study aimed to explore the big five personality traits and the relationship between the cyberloafing, and salary statisfaction, authentic leadership, organizational punishment as a moderator variable. According to results of this study indicate: 1. Big five personality traits do have different cyberloafing behavior. 2. The organization will adjust the big five personality traits punishment cyberloafing behavior. 3. salary satisfaction will adjust the big five personality traits cyberloafing behavior. 4. authentic leadership will adjust the big five personality traits cyberloafing behavior. The results showed that different personality traits in the workplace, there will be a different cyberloafing behavior. The present study provides three moderator variables organizational punishment, salary satisfaction and authentic leadership, providing organizational reference, while the use of each strategy, not absolute, is how to control, and make the most appropriate degree of regulation, makes cyberloafing behavior within the organization to minimize.