個人—組織的雇用關係：負向認同與職場偏差行為之研究

Employment Relationship: The Study of Organizational Disidentification and Workplace Deviance

本研究主要探討在不佳的雇用關係（心理契約違反與主管不當督導）情境下，工作者心理（負向認同）與行為（職場偏差行為）之反應。過去有關雇用關係之心理機制論述，大皆採社會交換理論及公平理論觀點，本研究則進一步採組織認同取向，假設工作者面對不佳的雇用關係時，可能會對組織產生負向認同與職場偏差行為。本研究蒐集301位全職工作者的資料，結果發現心理契約違反與主管不當督導影響工作者的負向認同，而負向認同再影響職場偏差行為，顯示負向認同在雇用關係與職場偏差行為間扮演著中介角色，支持組織認同在雇用關係與員工心理及行為反應間的重要性。最後，本研究針對上述結果深入討論，並說明此結果在管理實務上的涵意。

The current study was designed to test the relationship of negative employment relationship (psychological contract breach and abusive supervision) with workplace deviance, and to examine the mediating role of organizational disidentification. The data were collected from 301 employees in the several industries, such as Semiconductor, Manufacture, Service and Chemistry in Taiwan. As expected, a positive relationship was found between psychological contract breach, abusive supervision and organizational disidentification. In addition, it was found that organizational disidentification was positively related to workplace deviance. It showed that organizational disidentification mediates the relationship between negative employment relationship and workplace deviance. The results offered general support for the applicability of the organizational identification theory to the person-organization employment relationship in the workplace. Further discussion focuses on theoretical and practical implications of the observed outcomes.