身處於高度不確定的時代,有關員工偏差行為(Deviance behavior)的例子屢見不鮮。若產生偏差行為則將對組織產生巨大的傷害,然而有關外派人員偏差行為的研究少見,因此外派人員偏差行為之領域需要更多研究投入。 本研究從代理理論觀點,探討外派人員的組織承諾對偏差行為的影響關係及母公司的管理機制與組織承諾對偏差行為是否產生交互作用影響關係。經由文獻探討及邏輯推理,建立研究價購併提出研究假設。本研究採問卷方式蒐集資料,透過親友協助、網路問卷發放及請人資主管幫忙發放。總共發出500份問卷,共回收有效問卷105份,回收率為21%。 實證結果發現,情感承諾對員工偏差行為有部分影響;持續承諾對員工偏差行為有部分影響;情感承諾對偏差行為的負向效果會受到管理機制的干擾部分成立;持續承諾對偏差行為的正向效果會受到管理機制的干擾部分成立。
In the highly uncertain time, employees’ deviance behaviors frequently happen. Deviance behaviors will cause hugely detrimental impacts on organizations. However, there are rare academic researches on this issue. Thus, expatriate deviance behavior needs more emphasis. From the viewpoint of agency theory, the study explores the effects of organizational commitment on expatriates’ deviant behavior and the moderating effects on the relationship between organizational commitment and deviant behavior. Through literature review and logical reasoning, we establish research framework and propose hypotheses. This study gathered data by questionnaires and send questionnaires through relatives and human resource managers. The study issued 500 copies and collected 105 valid copies. The effective response rate was 21%. The research finding are: 1. Affective commitment has partial influences on expatriates’ deviant behavior; 2. Continuance commitment has partial influences on expatriates’ deviant behavior; 3. The control mechanism has partial moderating effect on the relationship between affective commitment and expatriates’ deviant behavior; 4. The control mechanism has partial moderating effects on the relationship between continuance commitment and expatriates’ deviant behavior .