- 學位論文
外派人員組織公平對其偏差行為之影響：正式與社會控制機制的干擾效果
The Effects of Organizational Justice on Expatriates’ Deviant Behavior: Formal and Social Control Mechanisms as Moderators
摘要
本研究的主要目的是探討影響外派人員偏差行為的前因-組織公平，以及控制機制與外派人員的關聯性。本研究透過文獻探討，發展出四項主要研究假設：假設一探討組織公平對人際偏差行為的關聯性，假設二探討組織公平行為對財物偏差行為的關聯性，假設三探討組織公平對生產偏差的關聯性，假設四探討控制機制與組織公平的交互作用對外派人員偏差行為的影響。 為了得到研究假設之結果，本研究進行相關文獻探討、問卷調查實證分析，及經由個案訪談，試圖更瞭解變數間的因果關係，經過多方資料彙整，歸納出以下之重要研究結論： 1.企業的組織公平程度與外派人員之人際偏差行為與生產偏差行為的產生，具有顯著的關聯性。意即當企業內部的公平程度愈高，包含工作報酬的公平、決策程序之公平、以及人際互動之公平，愈有可能降低外派人員的人際與生產偏差行為發生。 2.當公司實施較低的正式控制機制，不論公司內部屬於高互動公平或低互動公平的情況下，對外派人員的財物偏差行為影響不大，因為高度的互動公平可能讓員工們會彼此遮掩過錯，防止被公司發現；反之，當公司在正式控制機制的實施上較為加強與注重時，不論是在高互動公平或是低互動公平的情況下，都能夠對員工財物偏差行為有顯著的監督管理之影響。 3.當公司實施高正式控制機制，以及組織內部有高度的分配公平時，此種情況下，易使員工感到不被信任，進而導致產生生產上的偏差行為；反之，在公司內部較不注重分配公平，但有高度的正式控制機制，可使員工被控制機制所限制，而做出較少的生產偏差行為。 4.公司實施高度的社會控制機制，可以在潛移默化中，傳遞公司的經營理念，並且建立與母公司一致之價值觀。
並列摘要
The purpose of this study is to discuss the relationships among expatriates deviant behavior, organizational justice, and formal and social control mechanisms. The propose four main hypotheses by reviewing preview literatures. In the first hypotheses, the study discusses the relationship between organizational justice and interpersonal deviance. In second hypothesis, the study discusses the relationship between organizational justice and property deviance. In third hypothesis, the study discusses the relationship between organizational justice and production deviance. In forth hypothesis, the study discusses the interaction effects of the organizational justice and control mechanisms on expatriates deviant behavior. In view of this, I use surveys to get empirical data, statistical analysis, and interviews. The study concludes major results as follow: 1.There are significant correlations between the organizational justice and interpersonal deviance and production deviance. This means, when organizational justice is good in the corporate, expatriates deviant behavior is lower. 2.When the corporate use lower formal control mechanisms, it is not useful to reduce property deviance, either high interactional justice nor low interactional justice. In high interactional justice, employees cover deviance. In contracts, when the corporate use higher formal control mechanisms, it is useful to reduce property deviance, either high interactional justice nor low interactional justice. 3.When the corporate use higher formal control mechanisms, and there is a high degree of distributive justice in organization. It is easy to make employees feel not to be trusted, and push expatriates to do deviance. However, there is a low degree of distributive justice in organization, and the corporate use higher formal control mechanisms. Employees are be control by formal control mechanisms. 4.When the corporate use social control mechanisms, it delivery the vision of corporate, and expatriates are built a value the same as the corporate.