臺灣博碩士論文加值系統

職場上通常有多個世代一起共事。有剛要開始投入職場的新世代也有已經工作一段時間的X世代，而所謂的舊世代也逐漸屆退休年齡。隨著世代的不斷更替，世代之間在職場上有越來越多因為倫理行為而產生的問題。這些倫理行為的差異是否會到導致職場上的衝突或員工偏差行為的產生，為了避免一些可能的負面成果，確實是組織日益重視的問題之一。
本研究探討世代工作倫理的差異、衝突以及職場偏差行為之間的關係。本研究透過問卷調查之方式，以台灣地區從業人員為研究對象。研究方法透過問卷調查方式進行，總計發放480份問卷，回收460份，有效問卷為327份，回收率為95.8%。
根據本研究分析與驗證各項研究假設後，結果顯示：
一、世代工作倫理差異對職場偏差行為具有負向顯著影響。
二、衝突對職場偏差行為具有正向顯著影響。
三、衝突對世代工作倫理差異與職場偏差行為間具有中介效果。

There are currently up to multiple different generations working side by side at organizations. This mixing of generations adds valuable diversity to the workforce, but also lends itself to potential conflicts and complications as workers from different generations try to work together. The survey report try to foster better understanding of this issue may cause by Work ethic in the workplace across different generations.
Thus this study was conducted to explore the relationships between Work ethic, Conflict and Work deviance. Questionnaire survey was used to collect data.
This study did a research toward private institutions are practiced.480 questionnaires were distributed and 460 were returned, and 327 are valid. The returned rate is about 95.8%. The results showed that:
一、 Work ethic has significantly negative effect on Work deviance.
二、 Conflict has significantly positive effect on Work deviance.
三、 Conflict plays a significant partial mediator between Work ethic and
Work deviance.

目錄
摘要 i
Abstract ii
誌謝 iii
目錄 iv
表目錄 vi
圖目錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 5
第二章 文獻探討 6
第一節 世代 6
第二節 工作倫理 11
第二節 衝突 22
第三節 職場偏差行為 28
第四節 各變項間的關係 37
第三章 研究方法 46
第一節 研究架構 46
第二節 研究假設 47
第三節 研究變項與衡量 48
第四節 研究對象與抽樣方法 55
第五節 資料分析方法 56
第六節 量表之因素分析及信效度分析 60
第四章 研究結果分析與討論 71
第一節 樣本特性統計分析 71
第二節 相關分析 76
第三節 迴歸分析 78
第四節 研究假設驗證之結果 88
第五章 結論與建議 89
第一節 研究結論 89
第二節 管理意涵與管理實務建議 93
第三節 研究限制與後續研究建議 95
參考文獻 97
一、 中文部分 97
二、 英文部分 98

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