在國內有關員工自發性行為之研究，大多是探討員工正面的工作行為，較少探討員工負面自發性行為。國外研究雖曾探討績效回饋對員工工作態度及工作行為的影響，但較少文獻探究績效回饋環境與員工偏差行為之關係，因此本研究目的在探討績效回饋環境與員工偏差行為之關係，並加入成就需求為干擾變項，以檢視三者之關係。
本研究採用問卷調查方式，以電子業、資訊業、金融保險、製造業、服務業及公家機關等行業的265位員工為研究對象。研究結果發現：主管回饋環境與組織偏差行為呈現負向關係，而同事回饋環境則與人際偏差行為呈現負向關係。此外，成就需求對同事回饋環境與員工偏差行為之間並無調節效果，但成就需求對主管回饋與人際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績效回饋環境對員工偏差行為的影響，並提供管理上的建議，以減少員工偏差行為所帶來的不良影響。

Much prior research on employee discretionary behaviors has focused on positive work behaviors. Less attention has been paid to negative work behaviors. Research has demonstrated that feedback environment may influence employee job attitudes and behaviors, but scant research has examined the relationship between feedback environment and employee deviant behaviors. Therefore, the purpose of this study is to investigate the relationship between feedback environment and employee deviant behavior and to explore the moderating effect of need for achievement.
Utilizing a sample of 265 employees in various industries, the results of this study are as follows. First, supervisor feedback environment was negatively related to employee organizational deviance. Second, co-worker feedback environment was negatively related to employee interpersonal deviance. Third, need for achievement had no moderating effect on the relationship between co-worker feedback environment and employee deviance. Finally, need for achievement moderated the relationship between supervisor feedback environment and employee interpersonal deviance. This study has practical implications for organizations to understand the relationship between feedback environment and employee deviant behaviors.

一、 中文部分
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