心理賦權與職場偏差行為之研究

The Relationship between Psychological Empowerment and Workplace Deviance Behavior

鄭清揚(Ching-Yang Cheng)

《多國籍企業管理評論》 5卷2期 (2011/09) Pp. 59-77

摘要

員工職場偏差行為對組織造成嚴重的影響，為拓展職場偏差行為的知識領域，本研究以心理賦權為自變項，探討心理賦權與職場偏差行為各構面間之關係。研究樣本以資訊產業員工及主管為對象，獲得214份橫斷面的有效配對樣本，透過統計分析檢定後，假設多獲成立，而分析結果顯示當員工認知其擁有心理賦權之意義、能力與自我決策時，除了會減少對他人做出傷害的偏差的行為外，亦會減少做出對組織不利的偏差的行為。此外本研究亦提出研究之建議與實務之建議。

關鍵字

心理賦權 ； 職場偏差行為

並列摘要

Workplace deviance is a pervasive and expansive problem for organization. For expanding the epistemic sphere on workplace deviance behavior, the research use psychological empowerment as an independent variable to explore the relationships in both employee psychological empowerment and workplace deviance behavior. The research group is for Taipei information technology industry employees and their superiors. The results came to 214 transversely effective samples and support most of our hypotheses by the examination of statistical analysis. First, the competence of psychological empowerment was the cause to reduce workplace deviance behavior (includes interpersonal deviance behavior and organizational deviance behavior). Second, the meaning of psychological empowerment was the cause to reduce workplace deviance behavior (includes interpersonal deviance behavior and organizational deviance behavior). Finally, the self-determination of psychological empowerment was the cause to reduce workplace deviance behavior (includes interpersonal deviance behavior and organizational deviance behavior).We discusses the implications of these results for future on organization justice and workplace deviance behavior.

並列關鍵字

Psychological Empowerment ； Workplace Deviance behavior

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