過去對員工自發性工作行為的研究，大多在探討正面的自發性行為，較少探討負面的自發性行為。本研究主要目的為：1.探討負面情緒對員工偏差行為之影響；2.探討神經質性格對員工偏差行為之影響；3.比較負面情緒與神經質性格對員工偏差行為之影響；4.探討負面情緒調適對員工負面情緒與偏差行為之關係的調節效果。本研究採用問卷調查方式，以電子業、資訊業、金融保險業、製造業、服務業及公家機關等的313位員工為研究對象。研究結果顯示：1.神經質性格對員工偏差行為有正向影響；2.負面情緒對員工偏差行為有正向影響；3.神經質性格對員工偏差行為之影響比負面情緒對員工偏差行為之影響更為顯著；4.負面情緒調適對負面情緒與員工偏差行為之關係無調節效果。本研究有助於實務管理者了解員工情緒對其負面的自發性行為之影響，亦提出相關建議，以減少員工偏差行為對組織之影響。

Among 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 relationships among negative affect, neuroticism and employee deviant behavior.
This study surveyed 313 employees in electronics industry, information industry, finance industry, government agencies and other industries. The research findings are as follows: 1. Negative affect and employee deviant behavior (interpersonal deviance and organizational deviance) was positively related. When negative affect was high, employees were more likely to display deviant behavior. 2. Neuroticism and employee deviant behavior (interpersonal deviance and organizational deviance) was also positively related. When neroticism was high, employees were more likely to display deviant behavior. 3. Neuroticism accounts for significant proportions of the variance in employee deviant behavior above and beyond that accounted for negative affect. 4. The moderating effect of negative mood regulation was not significant. This study has practical implication for managers to understand the relationship between employees and employee deciance.

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