第五章 結論與建議
第四節 研究限制與對未來研究的建議
一、本研究有下列幾點的限制：
(一) 本研究詢問管理者是否致力於反功能行為，因涉及個人道德規範的認 知，可能導致受訪者的資料失真，雖然本研究透過匿名的填答方式，
希望能降低資料失真的程度，但仍不可避免會有這個問題。除此，由 於採問卷調查方式進行，資料的收集受到此方法的限制。
(二) 雖然本研究就三個反功能行為進行探討，但可能同時尚有其他的反功 能行為的出現但卻未被納入探討。
(三) 本研究變數間因果關係的方向性乃根據相關理論與文獻資料而建 立，甚至依據推論而得，實證結果只能驗證各個變數間關係的方向性 與理論假設是否一致，無法決定相關變數的因果關係。
(四) 本研究電子產業的樣本數過低，可能導致模型參數的不穩定。
二、對於後續研究者的建議：
(一) 本研究以過去績效、關懷領導型態以及知覺環境不確定性作為預測因 子，探討對反功能行為的作用。然而，反功能行為就短期而言是反功 能，但長期是否是反功能?有賴長期的觀察。因此本研究建議作縱向 構面的關係探討，亦可採質性的研究方法加以進行。
(二) 如同本研究於研究限制所言，本研究僅就三個反功能行為進行探討，
後續研究者可將其他形式的反功能行為納入討論。且，影響預算控制 制度的形式與實行尚有其他外生變數，後續研究者可在理論基礎下進 行其他因子影響情形之探討。
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附錄一 問 卷
第三部份：本部分為您所關心貴工廠(或生產部門)的活動或事件，該活動
與偏好情形變得更.... 更可預測 更難預測
2. 對自己職務的範圍及責任感到曖昧不清……… □ □ □ □ □
附錄二 研究變數確認性因素分析表
三、工作相關壓力之確認性因素分析表
題號 因素負
荷量
T 值
1.覺得所賦予的職權較所應負擔的責任小 0.28 3.08 2.對自己職務的範圍及責任感到曖昧不清 0.38 4.29 3.不太清楚自己的晉升機會及管道 0.25 2.81 4.覺得負責的工作太重，不可能在一個正常的工作天內
做完 0.37 4.14
5.覺得沒有辦法滿足，不同的人對您所做的互相衝突的
要求 0.42 4.81
6.覺得自己的能力不足以應付目前工作的需要 0.46 5.21 7.不知道主管對您的看法如何，不知道他(她)如何評核
您的績效 0.4 4.54
8.沒有辦法獲得工作上必要的資訊 0.29 3.17 10.覺得您並不受同事歡迎，也不為其所接受 0.28 3.07 12.不知道和您一起工作的人對您的期望 0.4 4.46 13.一想到要完成的工作量就會影響到我的工作品質 0.48 5.54 14.覺得您必須做一些違反您的最佳判斷的事 0.46 5.26 15.覺得您的工作似乎影響了您的家庭生活 0.27 2.96 GFI=0.93
四、知覺環境不確定性之確認性因素分析表
題號 因素負
荷量
T 值
1.在貴工廠(或公司)所屬的產業中，進貨、人力資源、
產品等項目的競爭程度如何？ 0.61 8.03
2. 在過去五年當中，貴工廠(或公司)所屬的產業推出
了多少種新產品或勞務？ 0.52 6.62
3.貴工廠(或公司)所面臨的外部環境(經濟和技術)穩定/
變動情形如何？ 0.76 10.52
4. 在過去五年當中，貴工廠(或公司)的競爭者，其
市場活動可預測的程度如何？ 0.57 7.40 5.在過去五年當中，貴工廠(或公司)的客戶，其品味
與偏好情形變得更 0.62 8.17
6.在過去五年當中，貴工廠(或公司)在法律、政治
與經濟方面，受到的限制情形如何？ 0.51 6.51 7.貴工廠(或公司)所屬的產業，常不常有新的科技突破 0.52 6.60 GFI=0.88