在員工偏差行為的研究領域中，領導風格是情境因子中對員工偏差行為重要的來源。此外，在華人社會發展出具有獨特的管理風格-威權領導，包含了專權作風、貶低部屬能力、形象整飾及教誨行為等領導風格。而此領導風格會影響到員工的工作態度，但是對於此具有華人特色的管理作風對員工偏差行為影響之歷程的實證研究，仍然還有探討之必要。因此，本研究目的在探討直屬主管的威權領導風格對員工偏差行為之影響，並以工作滿意為中介變項，試圖解釋員工偏差行為的前置歷程；以及將自我效能為調節變項，試圖說明自我效能對威權領導與工作滿意之影響。

本研究以台灣主要地區各類型之企業的主管與部屬為研究對象，共263對有效對偶樣本，有效回收率為85%，員工偏差行為由直屬主管他評，其餘變項皆為員工自評。本研究發現當主管越表現出威權領導行為，部屬越可能會展現出偏差行為。其次，主管的威權領導風格，會影響到部屬的工作滿意，進而增加員工偏差行為之可能性。最後，部屬的自我效能對威權領導及工作滿意不具有干擾之作用存在。依據上述結果，本研究提出學術與管理實務上之意涵、研究限制與未來研究方向。

On the research of employee deviant behaviors （EDB）, leadership is one of the major contextual factors that influence employee deviant behaviors. Besides, authoritarianism is a unique management style in Chinese Society which consists of four kinds of behaviors: authority and control, underestimation of subordinate competence, image building, and didactic behaviors. Authoritarian leadership style will affect emplyee’s work attitude. However, not many researchers study the relationship between authoritarian leadership and employee deviant behaviors. Hence, the main purpose of this study is to examine the relationship between authoritarian leadership and EDB. In addition, this study investigates not only the mediating effects of job satisfaction on the relationship between authoritarian leadership and EDB, but also the moderating effect of self-efficacy on the relationship between authoritarian leadership and job satisfaction.

Drawing from a sample of 263 supervisor-employee dyads in Taiwan, the results showed that authoritarianism related positively to EDB. As to the mediating effects, job satisfaction significantly mediated the relationship between authoritarianism and EDB. Finally, self-efficacy had no moderating effect between job satisfaction and EDB. Implications of the results for future research and management practice were discussed.

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