在過去員工自發性行為的研究中，大多偏向探討員工正面工作行為，例如：組織公民行為，較少探討員工的負面工作行為（例如：員工偏差行為）。因此，本研究目的在探討僱用身分、組織支持、主管支持及工作機會對員工偏差行為之影響。
本研究主要以金融業、批發及零售業及餐飲業等行業的378位員工為研究對象，研究結果顯示：1.僱用身分的不同對員工偏差行為（人際偏差行為以及組織偏差行為）之展現並無影響。2.員工知覺組織支持程度與人際偏差行為及組織偏差行為呈現負向關係，意指員工知覺組織支持高時，愈不易展現員工偏差行為。3.員工知覺主管支持與員工偏差行為（人際偏差行為以及組織偏差行為）的關係不顯著。4.員工知覺外部工作機會與人際偏差行為及組織偏差行為呈現正向關係，意指當員工知覺外部工作機會高時，員工愈傾向展現員工偏差行為。最後，員工知覺內部工作機會與員工偏差行為（人際偏差行為以及組織偏差行為）的關係則不顯著。

Past empirical research on employee discretionary behaviors, most has focused on positive work behaviors (e.g., organizational citizenship behavior), less attention has been paid to negative work behaviors (e.g., employee deviant behavior). The purpose of this study is to investigate the effects of work status, perceived organizational support (POS), supervisor support, and job opportunities on employee deviant behavior (interpersonal deviance and organizational deviance).
This study investigated 378 employees in finance industry, retail stores, restaurants and other industries. The research findings are as follows: 1. Work status did not affect employee deviant behavior (interpersonal deviance and organizational deviance). 2. POS and employee deviant behavior (interpersonal deviance and organizational deviance) was negatively related. When POS was high, employees were less likely to display deviant behaviors. 3. The relationship between supervisor support and employee deviant behavior (interpersonal deviance and organizational deviance) was not significant. 4. External job opportunities and employee deviant behavior (interpersonal deviance and organizational deviance) was positively related. When external job opportunities were high, employees were more likely to display employee deviant behavior. Finally, the relationship between internal job opportunities and employee deviant behavior (interpersonal deviance and organizational deviance) was not significant.

一、中文部分

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行政院勞委會，（2003），「僱用部分時間工作勞工實施要點」。

張苙雲，（1998），組織社會學。台北：三民。

梁素君，（2002），「工作倦怠與職場偏差行為關係之研究」，中國文化大學國際企業管理研究所博士論文。

勞動基準法，中華民國七十三年七月三十日制定並公佈。

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葉穎蓉，（2004），「由心理契約檢視員工工作身分對工作態度與行為的影響---以公部門的約聘人員為例」，人力資源管理學報，4卷4期，105-129。

鄭津津，（1998），「勞動派遣相關法令之探討」，就業訓練，16卷6期，12-16。

鄭清揚，（2004），「組織公平、工作滿意與職場偏差行為關係之研究」，中國文化大學國際企業管理研究所碩士論文。

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