在組織中，員工的退卻行為將為組織帶來財務上或非財務上的損失，甚至是影響組織競爭力的重要因素之一。因此，如何減低員工退卻行為的產生，進一步地預防員工產生退卻行為，促使員工為組織提供應有的效能，是管理者的重要任務。本研究試圖探討心理賦能與退卻行為的關係。再者，本研究以調節焦點為干擾變項，檢驗其對心理賦能與退卻行為之關係的干擾效果。在研究方法上，本研究以台灣地區企業組織的工作者為研究對象，採問卷調查的方式，總計回收248份有效樣本。研究結果顯示：(1)心理賦能與退卻行為有負向關係；(2)調節焦點中的促進焦點會干擾心理賦能與退卻行為之間的關係，亦即，當員工促進焦點愈高，員工心理賦能與退卻行為之間負向關係愈強；當員工促進焦點愈低，員工心理賦能與退卻行為之間正向關係愈強；(3)調節焦點中的預防焦點會干擾心理賦能與退卻行為之間的關係，亦即，當員工預防焦點愈高，員工心理賦能與退卻行為之間正向關係愈強；當員工預防焦點愈低，員工心理賦能與退卻行為之間負向關係愈強。最後，本研究提出研究結果之意涵、限制及未來研究方向。

Employee withdrawal behavior will not only result in financial or nonfinancial loss, but also be one of the important factors in organizations’ competitiveness. Therefore, it’s important that managers have to know how to reduce employees’ withdrawal behavior; and further, prevent employees’ withdrawal behavior. Then, employees will devote to contributing the effort to display toward the organization. This study investigated the relationship between psychological empowerment and withdrawal behavior. This study also explored the moderating effects of regulatory focus on the above relationship. Results from a sample of 248 employees revealed that (1) psychological empowerment was negatively related to withdrawal behavior; (2) the relationship between psychological empowerment and withdrawal behavior was moderated by promotion focus; (3) the relationship between psychological empowerment and withdrawal behavior was moderated by prevention focus. Implications, limitations, and future research directions of the study results were discussed.

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