偽善行為普遍存在於個人與組織當中,而馬基維利傾向經常被用來解釋人際交往時欺騙和講求機會主義的代名詞。組織成員藉由偽善行為或馬基維利傾向,在工作中獲取更高的績效與利益;因此,無論是偽善行為或馬基維利傾向對個體不全是負面的影響。 本研究主要是延續邱若卿(2009)「組織與員工偽善程度之研究」,她根據Philippe(2005)所發展測量偽善程度的量表,以及Christie and Geis(1970)為測量馬基維利者之性格,發展的馬基維利傾向量表,針對營利組織中組織文化較特殊之保險業務人員,探討其個人因素對於馬基維利傾向與個人偽善程度的影響,以及馬基維利傾向與個人偽善行為之間的關聯性。 期望透過本研究,清楚檢視馬基維利傾向與個人偽善行為間的共通性與差異性,同時了解組織的情況,適度調整其銷售模式,以便改善人們對於該行業既定的負面印象。
The behavior of hypocrisy is popular in organization and individuals, and Machiavellianism is often used to explain the tendency of interpersonal deception and stress when a synonym for opportunism. Members in organization get higher performance and benefited by hypocrisy or Machiavellianism. Therefore, either behavior of hypocrisy or Machiavellianism is not all negative on the individual. The research follows “A Study of Organizational Hypocrisy” by Jo-Ching Chiu(2009), she modified a formal tool to measured personal organizational hypocrisy according to Philippe(2005). Besides, this research measured personal Machiavellianism development of Machiavellian scale by Christie and Geis(1970). The main purpose of this research is to explore the tendency of personal factors on Machiavellian degree and personal hypocrisy, and the relationship between Machiavellian tendencies and personal hypocrisy of the insurance salespeople in profit organizations. Through this study, we can view the similarities and differences between Machiavellianism and personal hypocrisy, understand the situations of the insurance organizations, and how being hypocrisy can help the employee to survive in the organization.