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E95011
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013
組織抑制的或鼓勵的員工偏差行為:其類型與個人因素之探討
Organization-discouraged or Encouraged Employee Deviate Behavior: a Study of The Typology and Personal Factors
1.沈介文
1.Chieh-wen Sheng
1.致理技術學院企業管理系
1.Business Administration, Chihlee Institute of Technology
001,002,003,004
1.致理技術學院企業管理系
1.Business Administration, Chihlee Institute of Technology
002
1.行政院國家科學委員會
1.National Science Council
A.14 計畫執行期間(起):2006-08-01
A.14 計畫執行期間(訖):2007-07-31
2007-03-012007-05-31
A.16 收到日期:2007-10-08
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台灣前1000大企業的人資部門主管

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107


107
003
01
C.2 聯絡日期:2007-10-09
2
1.致理技術學院企業管理系
1.Business Administration, Chihlee Institute of Technology
1
C.7 資料公開日期:2008-08-01
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008
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001
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1.員工偏差行為
2.組織抑制
3.組織結合
4.組織鼓勵
5.職涯階段
1.Career Stage
2.Employee Deviate Behavior
3.Organizational Bonding
4.Organization-Discouraged
5.Organization-Encouraged
 許多人認為,員工偏差行為既然違反了組織明文規定,應該就是組織所企圖抑制的一種行為,但Argyris and Schon(1996)認為,組織的明文規定與無形規範之間未必相同。因此,本研究打算將員工偏差行為,區分為符合或不符合組織無形規範的行為,並命名為 組織鼓勵的或抑制的員工偏差行為,再根據Robinson and Bennett(1995)的分類,將這些行為分成個人侵害、政治偏差、財產偏差、以及生產偏差的行為,進而分成八種類型的員工偏差行為。接著,本研究將 探討員工的個人因素,包括其職涯階段與組織結合的程度,例如組織情感、投入、行為可能承擔義務的認知、以及組織規範的信念程度,對此八種類型的員工偏差行 為之影響。在研究方法上,本研究主要是採用問卷調查法,首先是請100 位在職生描述其最常見到的員工偏差行為,同時結合Robinson and Bennett(1995)所提到的45 種員工偏差行為,予以條列出來。其次,針對這些員工偏差行為,以內容分析法編碼至各類型中,並據以設計問卷題項,然後再以台灣前1000 大企業的人資部門主管為對象,透過郵寄問卷,衡量其職涯階段、組織結合程度、以及關於組織抑制的或是鼓勵的員工偏差行為之行動傾向程度,並分析其間的關 係。

Many people are convinced that an organization will discourage and prohibit the employee deviate behavior, since by definition the employee deviate behavior means to break the rule espoused by organization and bring out some organizational loss. However, Argyris and Schon (1996) argued that the rule espoused by organization might contradict the invisible norm, which is the organizational reality. Based on such a viewpoint, this research firstly tries to figure out the employee deviate behavior into two categories: the organizationencouraged (following norm) and the organization-discouraged (disobeying norm). Then, combining with four sorts of the employee deviate behavior proposed by Robinson and Bennett (1995), we build a typology framework of eight different types of the employee deviate behavior.

After establishing the typology framework, this research plans to list different deviances by open-ended questions from the local employees’point of view. These deviances will be integrated into a deviance pool with the employee deviate behaviors mentioned by Robinson and Bennett (1995). Then, during content analysis, we will select the typical behaviors from the pool and develop the questionnaire, which will be sent to HR managers of top 1000 firms in Taiwan. In that questionnaire, we will measure the respondent’s career stage including the age, income, and industry experiment. Also, we will measure the respondent’s organizational bonding and organization-discouraged or encouraged deviances.

D.16 完成檢誤日期:2008-10-17
D.17 預定釋出日期:2008-11-07
D.18 初次釋出日期:2008-11-07
D.19_1 最新版釋出日期:2008-11-07
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10.6141/TW-SRDA-E95011-1
https://efenci.srda.sinica.edu.tw/webview/index.jsp?object=https://efenci.srda.sinica.edu.tw:80/obj/fStudy/E95011
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