員工行為向來是學術界與實務界關心的議題,根據許多的研究結果顯示,從早期大量探討的組織公民行為,到近年來受到關注的員工偏差行為,對於組織績效都有顯著的影響,因此本研究主旨在於探討組織結構對於組織公民行為與員工偏差行為之影響,並加入程序公平探討其干擾之效果。而本研究以政府機關、電信業、飯店業、銀行業共515位的基層員工作為研究對象,研究結果發現正式化與集權化對組織公民行為呈現正相關,對員工偏差行為則呈現負相關,表示當組織結構越傾向機械式組織結構時,員工對於展現組織公民行為的意願會越高,而對於展現偏差行為之意願則會降低。此外,經實證結果得知,程序公平對於兩者之間具有干擾之效果,當組織越傾向機械式組織結構,且組織的程序公平程度越高時,員工展現組織公民行為的意願會更高,對於展現偏差行為的意願則會更低。根據本研究結果可了解到,組織結構對於員工行為會有顯著的影響,且同時會加強或減少員工正向或負向之行為,而本研究也根據此結果提出了相關的管理意涵和建議,也希望後續學者能夠更進一步的深入研究與探討相關的議題。
According to the past empirical research, employee discretionary behaviors will obvious affect organizational performance. Therefore, the purpose of this study is to explore the influence of organizational structure (formalizational and centralizational) on organizational citizenship behavior and employee deviant behavior with 515 employers of government, banks, hotel industry, and telecommunications industry. Our results indicate that machinery structure is positively related to organizational citizenship behavior, and negatively related to employee deviant behavior. Procedure justice has a positively moderating effect on the relationship between organizational structure and organizational citizenship behavior, and negatively moderating effect on the relationship between organizational structure and employee deviant behavior. According to the results, theoretical and practical implications of these results are subsequently discussed.