本研究以替代性侵犯為理論基礎，驗證不當督導與員工偏差行為之關係。本研究目的有二：(一)在以台灣員工為樣本下，驗證不當督導與員工偏差行為之關係；(二)探討華人價值觀傳統性與權力跨距、同事支持對不當督導與員工偏差行為之關係的調節效果。
本研究問卷樣本為台灣在職工作者，共獲得有效問卷共441份。主要研究結果發現：(一)不當督導與人際偏差、組織偏差有正向的關係；(二)高傳統性會調節不當督導與組織偏差之關係；(三)同事支持對於不當督導與組織偏差之關係具有緩衝效果。
本研究將有助於管理者針對不同個體上的價值觀差異，以及企業組織中的同事支持程度，了解在不同情境因素中，不當督導對於員工偏差行為的影響，能夠提供實務界有效的管理建議，協助組織減少因員工偏差行為而產生的損失。

In this study, the author examined the relationship between abusive supervision and employee deviant behavior. The author used work on displaced aggression as a foundation for examining employees’ reactions to abusive supervision. Suvey data were collected from 441 full-time employees in Taiwan. This study examined the moderating effect of Chinese traditionality, power distance, and percievied coworkers’ support on relationship between abusive supervision and employee deviant behavior.
The study discovered that people who experienc more abusive supervision may display more employee deviant behavior including organizational deviance and interpersonal deviance. The study also found that both traditionality and percievied coworkers’ support altered relationship of abusive supervision to organizational deviance, in that relationship was weaker for individuals scoring high (versus low) on traditionality or percievied coworkers’ support. Implications for management theory and practice are discussed.

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