臺灣博碩士論文加值系統

企業留才是影響企業發展之其中一項重要因素。若員工能在一個具有主管寬恕行為與降低工作不安全感環境之下，會減少流動率與提升工作敬業心。因此，本研究旨在於探討職場偏差行為、工作敬業心、工作不安全感及工作敬業心之關係，並欲瞭解透過工作不安全感的中介與主管寬恕行為的調節對職場偏差行為與工作敬業心之關係影響。
本研究採用問卷調查法，以在職員工為研究對象，計有效問卷為418份。本研究結果發現，職場偏差行為與工作敬業心具有負向關係，而工作不安全感對活力與奉獻具有負向影響。另工作不安全感在職場偏差行為與工作敬業心之關係具有完全中介效果。再者，主管寬恕行為在工作不安全感與工作敬業心之關係具有調節效果，而主管寬恕行為在職場偏差行為與工作敬業心之間亦具有調節效果。同時主管寬恕行為會間接調節職場偏差行為與工作敬業心透過工作不安全感時的中介效果。最後，本研究建議管理者宜提升員工工作敬業心與關懷員工、增進與下屬之雙向溝通、增進勞資雙方之心理契合及加強主管寬恕行為管理模式，以提升員工工作敬業心，進而增進企業競爭力。

Employee retention is one of the important factors that affect the development of a company. If employees can work in an environment with forgiving supervisors and reduced job insecurity, it will reduce turnover rate and enhance job engagement. Therefore, this study aimed to explore the relationships among workplace deviance behavior, job insecurity, and job engagement, and to understand the impact of the mediator of job insecurity and the moderator of supervisor forgiveness behavior on the relationship between workplace deviance behavior and job engagement.
This study used a questionnaire survey method, with employed staffs as the subjects, and a total of 418 valid questionnaires were collected. The results of hierarchical regression analysis showed that there was a negative relationship between workplace deviance behavior and job engagement, while job insecurity had a negative impact on vitality and dedication. Furthermore, job insecurity had a full mediating effect on the relationship between workplace deviance behavior and job engagement. Moreover, supervisor forgiveness behavior had a moderating effect on the relationship between job insecurity and job engagement, and it also had a moderating effect on the relationship between workplace deviance behavior and job engagement. At the same time, supervisor forgiveness behavior indirectly moderated the relationship between workplace deviance behavior and job engagement through the mediator of job insecurity. Finally, this study suggests that managers should enhance employee job engagement and regard for employees, improve the communication with subordinates, enhance psychological fit between labor and management, and strengthen the management model of supervisor forgiveness behavior, which lead to enhance employee job engagement as well as improve the competitiveness of the company.

摘要 i
ABSTRACT ii
致謝 iii
目錄 iv
表目錄 v
圖目錄 vi
第一章　緒論 1
第一節　研究背景與動機 1
第二節　研究目的 3
第三節　研究流程 4
第四節　重要名詞解釋 6
第二章　文獻探討 8
第一節 職場偏差行為 8
第二節　工作不安全感 15
第三節 寬恕行為 20
第四節　工作敬業心 27
第五節　各變項之間關係 32
第三章　研究方法 37
第一節　研究架構 37
第二節　研究假設 38
第三節　研究對象與程序 39
第四節　研究工具 40
第五節　資料分析方法 49
第四章　研究結果 51
第一節　敘述統計 51
第二節　驗證性因素分析 54
第三節　相關分析 58
第四節　假設驗證 60
第五章　結論與建議 70
第一節　結論 70
第二節　管理與實務意涵 72
第三節　研究限制與未來建議 74
參考文獻 76
附錄一 研究問卷 84
附錄二 問卷編碼 90
附錄三 控制變項 92

表目錄
表 2-1職場偏差行為之意涵 10
表 2-2 職場偏差行為之相關研究 13
表 2-3工作不安全感之意涵 16
表 2-4 工作不安全感之相關研究 18
表 2-5寬恕行為之意涵 21
表 2-6寬恕行為之相關研究 25
表 2-7 工作敬業心之意涵 28
表 2-8 工作敬業心之相關研究 30
表3- 1 職場偏差行為之衡量題項量表 42
表3- 2工作不安全感之衡量題項量表 44
表3-3寬恕行為相關人際動機量表(TRIM-12) 46
表3-4工作敬業心調查量表(UWES) 48
表4-1 樣本個人背景統計資料 52
表4-2樣本個人背景統計資料(續) 53
表4-3測驗模型與驗證性因素分析與信度分析結果 56
表4 -4測驗模型與驗證性因素分析與信度分析結果(續) 57
表4-5各變項配適度指標與整體模型配適度指標 57
表4 -6各變相之間平均數、標準差及相關係數 59
表4-7階層迴歸中介分析結果 64
表4- 8主管寬恕行為對工作不安全感與工作敬業心之調節效果 66
表4-9調節式中介效果分析結果 68
表4-10研究假設驗證結果 69


圖目錄
圖 1-1研究流程圖 5
圖3- 1研究架構圖 37
圖4- 1工作不安全感與工作敬業心之交互作用圖 67

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