身處於競爭激烈、技術快速進步的環境中，企業必須具有靈活性、高適應性，才得以在這複雜的環境中保有競爭優勢。因此，大多企業皆開始利用"專案任務"來協助其達成目標。主管於分配專案任務時，若未給與明確的角色期望、具體的職務說明書，便會造成員工的角色模糊。且角色模糊會使員工產生工作壓力，並造成工作不滿意的情緒。過去研究證實，員工知覺工作不滿意會影響其離職、建言、忠誠、敷衍等行為的出現。知覺工作不滿意係屬內在層面，須透過外在因素來影響才會發生。因此，本文認為主管專案任務的指派不當會引起員工的角色模糊，並進而使員工產生工作不滿意的知覺，並影響其後續行為的出現。
　　本研究經文獻整理後發現，角色模糊、知覺工作不滿意皆是影響員工EVLN行為之因素；但過去關於員工EVLN行為的相關研究，並未將三者之關係加以串連，遵循此線索，本研究以知覺工作不滿意為中介變項，來探討角色模糊與員工EVLN行為之關係，並利用情感事件理論、SOR理論建立本研究框架。
　　本研究以問卷調查方式進行，研究對象為一般在職的工作者，共回收168份有效問卷，透過階層迴歸分析後，得到以下結論：
1.知覺工作不滿意會中介角色模糊與離職行為之關係。
2.知覺工作不滿意不會中介角色模糊與建言行為之關係。
3.知覺工作不滿意會中介角色模糊與忠誠行為之關係。
4.知覺工作不滿意會中介角色模糊與敷衍行為之關係。

　　Under the fierce global competition and rapid technical progress changes, in order to maintain a competitive edge, the companies must maintain flexibility and adaptability .Therefore, project tasks are used for achieving their goals. When the managers assign project tasks for employees, he don't give clear role expectations or specific job description, it will result in role ambiguity. role ambiguity will make employees produce Job stress and Job dissatisfaction. The past research has been confirmed that employees perceived job dissatisfaction, does induce employees to generate Exit behavior、Voice behavior、Loyalty behavior、Neglect behavior. Perceived job dissatisfaction is belong to their attitude of the employees' intrinsic level required by the external factors.
　　From the literature of the present study, we found that role ambiguity and perceived job dissatisfaction would effect employees' Exit、Voice、Loyalty、
Neglect behavior. In the past study, there is no scholar has explored the relationships of that variables. Follow the clues, this study will put perceived job dissatisfaction be an intermediate variable, to explore role ambiguity and employees' EVLN behavior. Further, we use affective events theory and S-O-R theory to construct academic basic of the researcher framework.
　　In a sample of 168 employees, this study found the following conclusions:
(1) Perceived job dissatisfaction plays a partial mediating role between role ambiguity and Exit behavior.
(2) Perceived job dissatisfaction does not play a partial mediating role between role ambiguity and Voice behavior.
(3) Perceived job dissatisfaction plays a partial mediating role between role ambiguity and Loyalty behavior.
(4) Perceived job dissatisfaction plays a partial mediating role between role ambiguity and Neglect behavior.

英文部分
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