組織公平對員工偏差行為的影響—以工作滿意和組織承諾為中介變數

The Impact of Organization Justice on Employee Deviance Behavior－Using Job Satisfaction and Organizational Commitment as Mediator

楊繼生(Chi-Sheng Yang)

指導教授 ： 曾信超

長榮大學/管理學院/高階管理碩士在職專班(EMBA)/碩士(2012年)

https://doi.org/10.6833/CJCU.2012.00142

摘要

摘 要
在現代組織理論的研究過程中，任何理論體系的建構都必須充分考慮組織中的個體和群體行為問題。但是，在Katz提出角色外行為這一概念後直至今日，在國外組織行為學和人力資源管理研究領域內，相對於積極的角色外行為而言，消極的角色外行為是一個近十多年來才開始逐漸受到學者們重視的研究議題。
作為一種典型的消極角色外行為，員工偏差行為被學者們定義為：組織成員有意採取的，違反或對抗正式與非正式組織規範，從而在客觀上給組織或者組織成員的財產與利益造成損害的行為。一些研究者認為，員工偏差行為和組織公民行為一起作為關係績效，與任務績效共同構建起了一個完整的、多面向的工作績效結構。不僅如此，員工偏差行為的提出還改變了人們將關係績效等同於積極角色外行為的片面認知，因此對於拓展角色外行為研究的系統性具有重要意義。所以我們相信，在構建高績效工作系統的組織和人力資源管理實踐的過程中，探索與員工偏差行為有關的一些具體問題具有重大的理論價值和現實意義。
透過對大量的國內外文獻進行具體分析後發現：第一，我們非常缺乏對中國文化情境下員工偏差行為內部結構構面所進行的探索；第二，在組織和群體層面上的探索員工偏差行為前因變數的研究還不多；第三，對特定前因變數影響員工偏差行為的過程和機理的研究還需要不斷深入。基於這一現狀，本文著重圍繞上述三個方面的問題進行了相應的研究設計，並透過歸納演繹和實證研究的方法獲得了一些重要的研究結論：

首先，我們發現在中國文化情境下，企業內員工的偏差行為主要由五個構面具體構成，即工作怠惰行為、公司政治行為、瀆職濫權行為、貪墨侵佔行為和敵對破壞行為。這與西方文化情境下的員工偏差行為既一定有相似性，又有明顯的區別。
其次，雖然組織公平作為重要的組織情境變數對員工偏差行為的影響得到了證實，但是這種影響的過程和機理還需要進一步探討，例如：員工對分配公平的感知與其工作滿意和組織承諾之間沒有明顯的關係，但是程序公平和互動公平卻對工作滿意和組織承諾有著非常大的影響。因此，分配公平影響員工偏差行為就很有可能不是透過組織承諾和工作滿意實現的。
最後，在考察個體情感特質對組織公平與員工偏差行為間關係的調節作用的過程中，我們發現：積極情感特質和消極情感特質對交互公平與員工偏差行為間關係的調節作用均不顯著。而作為對整個研究的總結，本文在最後還對該研究的實踐價值、主要不足和未來研究的基本建議進行了相關探討。

關鍵字

員工偏差行為 ； 組織公平 ； 組織承諾 ； 工作滿意 ； 情感特質

並列摘要

Abstract
Compare with positive extra-role behavior, negative extra-role behavior is a topic which attracted the attention of scholars for just over 10 years in the tradition of foreign organizational behavior research. Actually, because of both positive and negative extra-role behavior would affect the employee’s work performance together, it is very important for the practice of human resource management.
This article focused on one kind of typically negative extra-role behavior, employee deviant behavior, through a lot of literatures analyses we found out: firstly, there are very lack of exploration to the employee deviant behavior’s dimensions in the context of Chinese culture; secondly, we need to expand the research of the antecedents to employee deviant behavior in the level of organizational context; thirdly, we need to further analysis the process and mechanism of special antecedent affects the employee deviant behavior. Taking into account the situations, we designed our research plan around these issues, and achieved some research conclusions by induction, deduction and empirical research:
First of all, we found that employee deviant behavior consist of five dimensions in Chinese context, such as Work Inaction, Corporate Political Behavior, Malfeasance and Power-Abuse, Theft and Purpresture, Hostile and Destructive Behavior. There are both similarities and differences with the employee deviant behavior in foreign context.
Next, different dimensions of organizational justice had significant influence to employee deviant behavior, especially the perception of procedural justice and interpersonal justice. At the same time, for explore the process and mechanism of organizational justice influence the employee deviant behavior, based on the analysis orientation of organizational context influence cognitive processing, and cognitive processing influence individual behavior, we introduced organizational commitment and job satisfaction into our conceptual model and demonstrated that both of them are two mediator variable in some relationships between organizational justice and employee deviant behavior.
Finally, when study the moderate effect of emotional affectivity in the relationship between organizational justice and employee deviant behavior, we found that negative and positive affectivity are two important moderate variables. The practical implication, study limitation and future directions are offered as a summary finally.

並列關鍵字

Workplace deviant behavior ； Organizational Justice ； Organizational Commitment ； Job Satisfaction ； emotional affectivity

參考文獻

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