第四章 研究結果
第三節 研究限制與未來研究方向
偏低（Anseel, Lievens, Schollaert, & Choragwicka, 2010）。
其次，由於本研究所有量表皆採取國外現有量表作為測量工具，此舉雖可觀
‧ 國
立 政 治 大 學
‧
N a tio na
l C h engchi U ni ve rs it y
助個體更加精準、重點式地培養自身的政治技巧。
本研究發現，當樣本群混合了軍公教人員，印象管理對政治技巧與職涯成功 的中介效果並不顯著。有鑑於此，未來研究可尋找是否有其他合適的變項能夠融 入軍公教與私人企業人員之綜合性樣本，成為能夠有效解釋政治技巧與職涯成功 的另一中介變項。其次，未來研究也可將樣本的職業納入為控制變項，以消除各 職業特性對研究結果的影響。另外，建議未來研究能以軍公教人員為單一受試樣 本，從而協助發展與釐清影響軍公教人員職涯成功的因素和路徑，並比照與私人 企業的異同之處。
與此同時，東方與西方社會的文化差異造成雙方民眾對於一些模糊情景上的 道德與倫理見解有所不同（Ahmed, Chung & Eischenseher, 2003; Chan, Wong &
Leung, 1998; Davis, Johnson & Ohmer, 1998），研究者在未來研究中可使用本土編 制的道德或倫理相關量表，以確保所測量變項能確實反映華人的道德倫理價值觀，
並且可避免因建構或翻譯上的偏差而影響測量結果。
另外，一般而言，個體的行為會受到其性格的影響，因此未來研究在考慮其 他潛在影響印象管理行為的因素時，可加入一些人格特質、自我相關的變項，如 自我監控、自我驗證等作為調節變項。
最後，印象管理是否能夠達致理想中的效果，除了依靠個體本身的政治技巧 去隱藏其利己性動機之外，主管本身是否具有較高的政治技巧以至於能夠識破其 動機也應該被納入考量。因此，未來研究可嘗試加入主管的政治技巧作為控制變 項或調節變項，以便更有效地檢測印象管理對職業成功的影響。
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