在員工自發性行為的研究中，國內研究比較多是在探討員工正向的工作行為（例如：組織公民行為），比較少是在探討員工負向的工作行為（例如：員工偏差行為）。國外研究雖然曾經指出員工人格特質與員工負向工作行為的關係，不過較少提出影響兩者關係的干擾變數。再者，過去研究所探討的干擾變數，較少突顯出員工個人價值觀的特殊性（例如：員工的傳統性與權力距離）。因此，本研究目的在探討員工人格與員工偏差行為之關係，並加入權力距離及傳統性的干擾因素，以檢視其關係。
本研究採用問卷調查的方式，共蒐集315份有效問卷。研究結果發現：親和性與情緒穩定性與人際偏差行為呈現負相關，情緒穩定性與審慎性與組織偏差行為呈現負相關。而權力距離對人格特質（情緒穩定性與審慎性）與員工偏差行為之關係具有調節效果。本研究結果有助於企業了解員工人格特質對員工偏差行為的影響，並提出管理上的建議，協助企業減少員工偏差行為而產生資源的浪費。

Among past empirical research on employee discretionary behavior, in Taiwan most has focused on positive work behavior (e.g., organizational citizenship behavior), less attention has been paid to negative behavior (e.g., employee deviant behavior). Much research has investigated the relationship between personality and employee deviant behavior. However, scant research examines the boundary condition of the above relationship. To fill the gap in past research, the purpose of this study is to investigate the relationship between personality and employee deviant behavior, and to explore the moderating effects of power distance and traditionality on the above relationship.
Utilizing questionnaire survey, this study investigated 315 employees in various occupations. Results demonstrate that agreeableness and emotional stability related negatively to interpersonal deviant behavior. Emotional stability and conscientiousness was related to negatively organization deviant behavior. Moreover, power distance moderated the relationship between personality (emotional stability and conscientiousness) and employee organizational deviance. Thestady results have practical implications for managers to prevent employee deviant behavior.

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