研究限制與建議

第五章結論與建議

第三節研究限制與建議

在本節中進一步闡述於第一章第三節曾提及的可預期之研究限制對本研究結果產生了哪些影響以及本研究採取了何種預防措施，最後，

再對未來相關研究提出建議。

首先，本研究採取單一時點施測，為一橫斷面的研究，在推論本研究的因果關聯上可能會有所限制；但依循過去的文獻亦可得知負向情感特質與知覺不當督導分別為職場偏差行為的前置變項（ Chen et al., 2013；Mawritz et al., 2012）。建議未來研究可於不同時點來測驗各研究變項，以避免共同方法變異之疑慮（彭台光、高月慈、林鉦棽，2006）。

第二，本研究在問卷資料蒐集採匿名編碼方式進行，且在問卷題項中加入社會期許量表，並針對主管與員工分開發放問卷，以降低受試者在填答問卷時被其他主管或同仁查看的疑慮。此外，研究者除了在問卷上的指導語告知每位受試者的個資保密資訊，並且在每份問卷隨之附上回郵信封，讓受試者填答完後隨即彌封並寄回給研究者，以期降低共同方法變異以及社會期許偏誤（彭台光等人，2006）。

第三，在本研究中採取配對樣本施測，以便利取樣方式抽取某些產業及公司的主管與員工做為研究對象，但因其時間與人物力的限制，

使得本研究的樣本量屬於小樣本（N < 100)，在未來研究建議可多增加樣本進行施測，以期為此研究結果降低樣本代表行不足所產生的誤差之問題。

第四，本研究中主要採取主管與員工之一對多的配對方式進行問卷資料搜集，但礙於資料蒐集之限制，在 79 組的配對問卷中，其中在一對多的部分，共有 49 組；另外有 30 組只蒐集到一對一的資料，即每一位基層主管之下，只有一位員工填答問卷。隨後，我們針對一對多組別 的主要變項進行 ANOVA 檢測，結果顯示負向情感特質（F = 2.10, p

< .000）、知覺不當督導（F = 2.91, p < .000）及職場偏差行為（F = 1.52,

p < .05）皆達到顯著；因此，建議未來研究可擴增一對多的組數，以期

降低不同組別結果之差異。

第五，過去針對自戀型人格特質的研究乃以西方研究為主，在本研究使用華人初階主管的樣本，除了先前提到的階級問題之外，是否也因為文化特性的不同而使得對自戀型人格特質在華人的主管特質的解釋力較不足；建議未來研究可增加不同自戀型人格特質的量表或增加其他情境變項（例如：組織氣氛）進行施測，以擴增華人主管在自戀型人格特質的研究。

總而言之，本研究彌補過去負向情感特質與職場偏差行為之間的中介模式研究，以知覺不當督導為中介變項帶入，並再探討主管自戀型人格特質在員工負向情感特質、知覺不當督導與職場偏差行為的調節效果

；雖在調節方向與當初預期假設相反，但在研究貢獻仍別於以往的研究結果。未來研究可延續針對個人因素與情境因素的結合（Burton &

Hoobler, 2011），來探討知覺不當督導到職場偏差行為的影響，擴充其相關研究的發展。

參考文獻

一、中文部分

吳怡靜（2010 年 12 月 1 日）。10 步驟搞定問題員工。天下雜誌，461

。2013 年 9 月 1 日，取自 http://0-new.cwk.com.tw.opac.lib.

ntnu.edu.tw/cgi-bin2/Libo.cgi?

吳景華（2013 年 5 月 31 日）。氣死我了，員工老是唱反調。360d 才庫 人力資源電子報。取自 2013 年 9 月 1 日，取自

http://www.360d.com.tw/

吳宗祐（2008）。由不當督導到情緒耗竭：部屬正義知覺與情緒勞動的 中介效果。中華心理學刊，50(2)，201-221。

吳宗祐、廖紘億（2013）。華人威權領導總是導致部屬負面結果嗎？由

「不確定管理理論」探討威權領導對分配不公平與程序不公平之交互作用與部屬工作滿意度之關係的調節效果。中華心理學刊，

55(1)，1-22。

許境頤、江彧慈（2013）。[罵] 有用嗎?以資源保存理論看不當督導對 部屬的影響。人力資源管理學報，13(1)，81-104。

張春興、林清山（1990）。教育心理學。台北: 東華書局。

彭台光、高月慈、林鉦棽（2006）。管理研究中的共同方法變異：問題 本質、影響、測試和補救。管理學報，23(1)，77-98。

鄭伯壎（1995）。家長權威與領導行為之關係：一個台灣民營企業主持 人的個案研究。中央研究院民族學研究所集刊，79，119-173。

二、外文部分

Abbott, G. N., White, F. A., & Charles, M. A. (2005). Linking values and organizational commitment: A correlational and experimental

investigation in two organizations. Journal of Occupational and

Organizational Psychology, 4, 531-551.

Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and

interpreting interactions. Newbury Park, CA: Sage.

Alias, M., Rasdi, R. M., Ismail, M., & Samah, B. A. (2013). Predictors of workplace deviant behavior: HRD agenda for Malaysian support personnel. European Journal of Training and Development, 37(2), 161-182.

Ambrose, M. L., Seabright, M. A., & Schminke, M. (2002). Sabotage in the workplace: The role of organizational injustice. Organizational Behavior

and Human Decision Processes, 89(1), 947-965.

American Psychiatric Association. (2000). Diagnostic and statistical

manual of mental disorders(DSM-IV-TR). Washington, DC: American

Psychiatric Association.

Ames, D. R., Rose, P., & Anderson, C. P. (2006). The NPI-16 as a short measure of narcissism. Journal of Research in Personality, 40(4), 440-450.

Anderson, N. (2003). Applicant and recruiter reactions to new technology in selection: A critical review and agenda for future research. International

Journal of Selection and Assessment,11(2‐ 3), 121-136.

Arnold, H. J., & Feldman, D. C. (1981). Social desirability response bias in self-report choice situations. Academy of Management Journal, 24(2), 377-385.

Aryee, S., Chen, Z. X., Sun, L. Y., & Debrah, Y. A. (2007). Antecedents and outcomes of abusive supervision: test of a trickle-down

model. Journal of Applied Psychology, 92(1), 191-201.

Aryee, S., Sun, L. Y., Chen, Z. X. G., & Debrah, Y. A. (2008). Abusive supervision and contextual performance: The mediating role of emotional exhaustion and the moderating role of work unit structure.

Management and Organization Review, 4, 393-411.

Aquino, K., & Douglas, S. (2003). Identity threat and antisocial behavior in organizations: The moderating effects of individual differences, aggressive modeling, and hierarchical status. Organizational Behavior

and Human Decision Processes, 90(1), 195-208.

Aquino, K., Lewis, M. U., & Bradfield, M. (1999). Justice constructs, negative affectivity, and employee deviance: A proposed model and empirical test. Journal of Organizational Behavior, 20(7), 1073-1091.

Baron, R. A., & Neuman, J. H. (1996). Workplace violence and

workplace aggression: Evidence on their relative frequency and potential causes. Aggressive behavior, 22(3), 161-173.

Baron, R. A., & Richardson, D. R.(1994). Human aggression(2^nd ed), NY:

Plenum.

Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social

Psychology, 51, 1173-1182.

Baumeister, R. F., Smart, L., & Boden, J. M. (1996). Relation of threatened egotism to violence and aggression: the dark side of high self-esteem.

Psychological review, 103(1), 5-33.

Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85(3), 349-360.

Berry, C. M., Ones, D. S., & Sackett, P. R. (2007). Interpersonal deviance, organizational deviance, and their common correlates: a review and meta-analysis. Journal of applied psychology, 92(2),

410-424.

Blau, P. (1964). Exchange and power in social life. New York: John Wiley and Sons, Inc.

Bolger, N., & Zuckerman, A. (1995). A framework for studying personality in the stress process. Journal of personality and social psychology, 69(5), 890-902.

Bordia, P., Restubog, S. L. D., & Tang, R. L. (2008). When employees strike back: Investigating mediating mechanisms between psychological contract breach and workplace deviance. Journal of Applied

Psychology, 93(5), 1104-1117. DOI: 10.1037/0021-9010.93.5.1104

Brief, A. P., & Weiss,H. M. (2002). Organizational behavior: Affect in the

workplace. Annual Review of Psychology, 53, 279-307.

Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. In K. A. Bollen & J. S. Long (Eds.), Testing Structural

Equation Models (pp. 136-162). Beverly Hills, CA: Sage

Bruck, C. S., & Allen, T. D. (2003). The relationship between big five

personality traits, negative affectivity, type A behavior, and work–family conflict. Journal of Vocational Behavior,63(3), 457-472.

Brunell, A. B., Gentry, W. A., Campbell, W. K., Hoffman, B. J., Kuhnert, K.

W., & DeMarree, K. G. (2008). Leader emergence: The case of the narcissistic leader. Personality and Social Psychology Bulletin, 34(12), 1663-1676.

Burton, J. P., & Hoobler, J. M. (2011). Aggressive reactions to abusive supervision: The role of interactional justice and

narcissism. Scandinavian journal of psychology, 52(4), 389-398.

Colquitt, J. A. (2001). On the dimensionality of organizational justice: a construct validation of a measure. Journal of applied psychology, 86(3), 386-400.

Campbell, W. K., Goodie, A. S., & Foster, J. D. (2004). Narcissism,

confidence, and risk attitude. Journal of Behavioral Decision

Making, 17(4), 297-311.

Chen, C. C., Chen,Y. C. M., & Liu, Y. C. (2013). Negative affectivity and workplace deviance: The moderating role of ethical climate. The

International Journal of Human Resource Management, 24(15),

2894-2910.

Chen, P. Y., & Spector, P. E. (1991). Negative affectivity as the underlying cause of correlations between stressors and strains. Journal of applied

psychology, 76(3), 398-407.

Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A., & Barrick, M. R.

(2004). Interactive effects of personality and perceptions of the work situation on workplace deviance. Journal of Applied Psychology, 89(4), 599-609.

Dalal, R. S. (2005). A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of applied psychology, 90(6), 1241-1255.

Dodge, K. A. (1986). A social information processing model of

socialcompetence in children. In Minnesota symposium on child

psychology, 18, 77-125.

Douglas, S. C., & Martinko, M. J. (2001). Exploring the role of individual differences in the prediction of workplace aggression. Journal of Applied

Psychology, 86(4), 547-559.

Dunlop, P. D., & Lee, K. (2004). Workplace deviance, organizational

citizenship behavior, and business unit performance: The bad apples do spoil the whole barrel. Journal of Organizational Behavior, 25(1), 67-80.

Emmons, R. A. (1984). Factor analysis and construct validity of the

Narcissistic Personality Inventory. Journal of Personality Assessment, 48, 291-300.

Edwards, J. R., & Lambert, L. S. (2007). Methods for integrating moderation and mediation: a general analytical framework using moderated path analysis. Psychological methods, 12(1),1-22.

Exline, J. J., Baumeister, R. F., Bushman, B. J., Campbell, W. K., & Finkel, E.

J. (2004). Too proud to let go: narcissistic entitlement as a barrier to forgiveness. Journal of Personality and Social Psychology, 87(6), 894-912.

Foster, J. D., & Campbell, W. K. (2007). Are there such things as “narcissists”

in social psychology? A taxometric analysis of the Narcissistic

Personality Inventory. Personality and Individual Differences, 43(6), 1321-1332.

Fox, S., & Spector, P. E. (1999). A model of work frustration -aggression.

Journal of Organizational Behavior, 20, 915-931.

Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work

behavior (CWB) in response to job stressors and organizational justice:

Some mediator and moderator tests for autonomy and emotions. Journal

of Vocational Behavior, 59, 291–309.

Giacalone, R. A., & Greenberg, J. (1997). Antisocial behavior in

organizations. Thousand Oaks, CA: Sage Publications, Inc.

Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American sociological review, 25(2), 161-178.

Harper, D. (1990). Spotlight abuse- save profits. Industrial Distributions,

79(3), 47-51.

Hays, A. F. (2013). Introduction to mediation, moderation, and conditional

process analysis: A regression-based approach. New York: Guilford.

Hastings, S. E., & O’Neill, T. A. (2009). Predicting workplace deviance using broad versus narrow personality variables.Personality and

Individual Differences, 47(4), 289-293.

Hays, R. D., Hayashi, T., & Stewart, A. L. (1989). A five-item measure of

socially desirable response set. Educational and Psychological

Measurement, 49(3), 629-636.

Hershcovis, M. S., Turner, N., Barling, J., Arnold, K. A., Dupré, K. E., Inness, M., LeBlanc, M. M., & Sivanathan, N. (2007). Predicting workplace aggression: A meta-analysis. Journal of applied

Psychology, 92(1), 228-238.

Hochwarter, W. A., & Thompson, K. W. (2012). Mirror, mirror on my boss’s wall: Engaged enactment’s moderating role on the relationship between perceived narcissistic supervision and work outcomes. Human

Relations, 65(3), 335-366.

Inness, M., Barling, J., & Turner, N. (2005). Understanding

supervisor-targeted aggression: a within-person, between-jobs design. Journal of Applied Psychology, 90(4), 731-739.

Jex, S. M., & Beehr, T. A. (1991). Emerging theoretical and methodological issues in the study of work-related stress. Research in personnel and

human resources management, 9(31), l-365.

Joreskog, K. G., & Sorbom, D. (1984). LISREL VI: Analysis of linear

structural relationships by the method of maximum likelihood.

Chicago: National Educational Resources.

Judge, T. A., LePine, J. A., & Rich, B. L. (2006). Loving yourself

abundantly: Relationship of the narcissistic personality to self-and other perceptions of workplace deviance, leadership, and task and contextual performance. Journal of Applied Psychology, 91(4), 762-775.

Judge, T. A., Piccolo, R. F., & Kosalka, T. (2009). The bright and dark

sides of leader traits: A review and theoretical extension of the leader trait paradigm.The Leadership Quarterly, 20(6), 855-875.

Judge, T. A., Scott, B. A., & Ilies, R. (2006). Hostility, job attitudes, and workplace deviance: Test of a multilevel model. Journal of Applied

Psychology, 91(1), 126-138.

Kaplan, S., Bradley, J. C., Luchman, J. N., & Haynes, D. (2009). On the role of positive and negative affectivity in job performance: a

meta-analytic investigation. Journal of Applied Psychology, 94(1), 162-176.

Lian, H., Ferris, D. L., & Brown, D. J. (2012). Does taking the good with the bad make things worse? How abusive supervision and

leader–member exchange interact to impact need satisfaction and

organizational deviance. Organizational Behavior and Human Decision

Processes, 117(1), 41-52.

Lind, E. A., & Van den Bos, K. (2002). When fairness works: Toward a general theory of uncertainty management.Research in organizational

behavior, 24, 181-223.

Lochman, J. E., Meyer, B. L., Rabiner, D. L., & White, K. J. (1991).

Parameters influencing social problem-solving of aggressive

children. Advances in behavioral assessment of children and families, 5, 31-63.

Maccoby, M. (2000). Narcissistic leaders. Harvard Business Review, 78(1), 69-77.

Maccoby, M. (2003). The productive narcissist: The promise and peril of

visionary leadership. New York, NY: Broadway Books.

Martinko, M. J., Harvey, P., Brees, J. R., & Mackey, J. (2013). A review of abusive supervision research. Journal of Organizational Behavior,

34,120-137.

Martinko, M. J., Harvey, P., Sikora, D., & Douglas, S. C. (2011). Perceptions of abusive supervision: The role of subordinates' attribution styles. The

Leadership Quarterly, 22(4), 751-764.

Mawritz, M. B., Mayer, D. M., Hoobler, J. M., Wayne, S. J., & Marinova, S.

V. (2012). A trickle‐down model of abusive supervision. Personnel

Psychology, 65(2), 325-357.

McGregor, I., Zanna, M. P., Holmes, J. G., & Spencer, S. J. (2001).

Compensatory conviction in the face of personal uncertainty: going to extremes and being oneself. Journal of personality and social

psychology, 80(3), 472-488.

Michel, J. S., & Bowling, N. A. (2013). Does Dispositional Aggression Feed the Narcissistic Response? The Role of Narcissism and Aggression in the Prediction of Job Attitudes and Counterproductive Work

Behaviors. Journal of Business and Psychology, 28(1), 93-105.

Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003). An exploratory study of employee silence: Issues that employees don't communicate upward and why. Journal of Management Studies, 40(6), 1453-1476.

Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and

workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4), 1159-1168.

Morf, C. C., & Rhodewalt, F. (2001). Unraveling the paradoxes of

narcissism: A dynamic self-regulatory processing model. Psychological

Inquiry, 12, 177-196.

Morgan, W. B., & King, E. B. (2012). The Association between

work-family guilt and pro‐and anti‐social work behavior. Journal

of Social Issues, 68(4), 684-703.

Mulaik, S. A., James, L. R., Van Altine, J., Bennett, N., Lind, S., &

Stilwell, C. D. (1989). Evaluation of goodness-of-fit indices for structural equation models. Psychological Bulletin, 105(3), 430-445.

Murphy, S. M., Wayne, S. J., Liden, R. C., & Erdogan, B. (2003).

Understanding social loafing: The role of justice perceptions and exchange relationships. Human Relations, 56(1), 61-84.

O’Neill, T. A., & Hastings, S. E. (2011). Explaining workplace deviance behavior with more than just the “Big Five”. Personality and Individual

Differences, 50(2), 268-273.

O’Neill, T. A., Lewis, R. J., & Carswell, J. J. (2011). Employee personality, justice perceptions, and the prediction of workplace

deviance. Personality and individual differences, 51(5), 595-600.

Penney, L. M., David, E., & Witt, L. A. (2011). A review of personality and performance: Identifying boundaries, contingencies, and future research directions. Human Resource Management Review, 21,297-310.

Penney, L. M., & Spector, P. E. (2002). Narcissism and counterproductive work behavior: Do bigger egos mean bigger problems? International

Journal of selection and Assessment, 10(1‐2), 126-134.

Penney, L. M., & Spector, P. E. (2005). Job stress, incivility, and counterproductive work behavior (CWB): The moderating role of negative affectivity. Journal of Organizational Behavior, 26(7), 777-796.

Raskin, R., & Hall, C. S. (1981). The Narcissistic Personality Inventory:

Alternative form reliability and further evidence of construct validity. Journal of personality assessment, 45(2), 159-162.

Raskin, R., Novacek, J., & Hogan, R. (1991). Narcissistic self-esteem management. Journal of Personality and Social Psychology, 60(6), 911-918.

Raskin, R., & Terry, H. (1988). A principal-components analysis of the Narcissistic Personality Inventory and further evidence of its construct validity. Journal of Personality and Social Psychology, 54, 890-902.

Resick, C. J., Whitman, D. S., Weingarden, S. M., & Hiller, N. J. (2009).

The bright-side and the dark-side of CEO personality: Examining core self-evaluations, narcissism, transformational leadership, and strategic influence. Journal of Applied Psychology, 94(6), 1365-1381.

Restubog, S. L. D., Garcia, P. R. J. M., Wang, L., & Cheng, D. (2010).

It’s all about control: The role of self-control in buffering the effects of

negative reciprocity beliefs and trait anger on workplace deviance. Journal of Research in Personality, 44(5), 655-660.

Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant

workplace behaviors: A multidimensional scaling study. Academy of

management journal,38(2), 555-572.

Robinson ,S. L., & Greenberg, J. (1998). Employees behaving badly:

Dimensions, determinants, and dilemmas in the study of workplace deviance. In: Cooper CL, Rousseau DM (eds), Trends in Organizational

Behavior, Vol. 5,Wiley, New York.

Rosenthal, S. A., & Pittinsky, T. L. (2006). Narcissistic leadership. The

Leadership Quarterly, 17(6), 617-633.

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support:

A review of the literature. Journal of applied psychology, 87(4), 698-714.

Schat, A. C. H., Desmarais, S., & Kelloway, E. K.(2006). Exposure to

workplace aggression from multiple sources: Validation of a measure and test of a model. Unpublished manuscript, McMaster University,

Hamilton, Canada.

Sedikides, C., Rudich, E. A., Gregg, A. P., Kumashiro, M., & Rusbult, C.

(2004). Are normal narcissists psychologically healthy?: self-esteem matters. Journal of personality and social psychology, 87(3), 400-416.

Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological methodology, 13, 290-312.

Spector, P. E. (2011). The relationship of personality to counterproductive work behavior (CWB): An integration of perspectives. Human Resource

Management Review, 21(4), 342-352.

Stoeva, A. Z., Chiu, R., & Greenhaus, J. H. (2002). Negative aﬀectivity, role stress, and work-family conﬂict. Journal of Vocational Behavior, 60,

1-16.

Swann , W. B., Griffin, J. J., Predmore, S. C., & Gaines, B.(1987). The cognitive–affective crossfire: When self-consistency confronts

self-enhancement. Journal of Personality and Social Psychology, 52, 881-889.

Tellegen, A., Watson, D., & Clark, L. A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of personality and social psychology, 54(6), 1063-1070.

Tepper, B. J. (2000). Consequences of abusive supervision. Academy of

management journal, 43(2), 178-190.

Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33(3), 261-289.

Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C., & Hua, W.

(2009). Abusive supervision, intentions to quit, and employees’

workplace deviance: A power/dependence analysis. Organizational

Behavior and Human Decision Processes, 109(2), 156-167.

Tepper, B. J., Duffy, M. K., Henle, C. A., & Lambert, L. S. (2006). Procedural injustice, victim precipitation, and abusive supervision. Personnel

Psychology, 59(1), 101-123.

Tepper, B. J., Duffy, M. K., & Shaw, J. D. (2001). Personality moderators of the relationship between abusive supervision and subordinates'

resistance. Journal of Applied Psychology, 86(5), 974-983.

Tepper, B. J., Henle, C., Lambert, L. S., Giacalone, R. J., & Duffy, M. K.

(2008). Abusive supervision and subordinates’ organization deviance.

Journal of Applied Psychology, 92, 721-732.

Thau, S., Crossley, C., Bennett, R. J., & Sczesny, S. (2007). The relationship between trust, attachment, and antisocial work behaviors. Human Relations, 60(8), 1155-1179.

Thau, S., Bennett, R. J., Mitchell, M. S., & Marrs, M. B. (2009). How management style moderates the relationship between abusive

在文檔中負向情感特質與職場偏差行為之關聯性研究：知覺不當督導的中介效果與自戀型人格特質的調節機制 (頁 76-100)

第五章 結論與建議

第三節 研究限制與建議