在過去探討工作倦怠對工作績效之影響的文獻中，多著眼於任務績效或是組織公民行為，較少討論員工的負面工作行為（如員工偏差行為）。國、內外研究已指出工作倦怠（或工作無聊）所產生之負面情緒會影響工作態度及工作行為。因此，本研究目的在探討工作倦怠（或工作無聊）對員工的組織偏差行為之影響，並以工作滿意作為中介變項，探究工作滿意對工作倦怠（或工作無聊）與員工的組織偏差行為之間的中介效果。

本研究採用問卷調查，以台灣企業之主管與部屬為研究對象，共蒐集263對有效對偶樣本，工作倦怠、工作無聊及工作滿意為部屬自評，組織偏差行為為主管他評。本研究發現，當員工感到工作倦怠時，其較容易展現組織偏差行為。其次，高工作倦怠者，其工作滿意下降，進而展現組織偏差行為。再者，當員工感到工作無聊時，其較容易展現組織偏差行為。最後，高工作無聊者，其工作滿意下降，進而展現組織偏差行為。根據以上研究結果，進一步提供學術貢獻與實務建議，以協助組織減少偏差行為之損失。

On the research of the consequences of burnout, much attention has been paid to the effect of burnout on task performance and organizational citizenship behavior. Relative few studies have focused on the effect of burnout on negative workplace behaviors (e.g., employee deviant behavior). Also, to date, scant research has studied the effect of boredom on employee deviant behavior. Hence, the purpose of this study was to examine the relationship between burnout (and boredom) and employee organizational deviance. In addition, this study investigated the mediating effect of job satisfaction on the relationship between burnout (and boredom) and employee organizational deviance.

Drawing from a sample of 263 supervisor-employee dyads in Taiwan, the results of this study showed that burnout related positively to employee organizational deviance. Additionally, job satisfaction significantly mediated the relationship between burnout and employee organizational deviance. Boredom related positively to employee organizational deviance. Job satisfaction significantly mediated the relationship between boredom and employee organizational deviance. Implication of the results for research and practice were discussed.

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