過去員工自發性行為的研究中，多著眼於員工正面的工作行為（例如：組織公民行為），較少探討員工的偏差或負面工作行為（例如：員工偏差行為）。目前國、內外研究已指出不同型態的工作壓力會影響工作態度及工作行為的改變，然而，較少文獻探究工作壓力與員工偏差行為之關係，更缺乏提出影響兩者關係的干擾變項。因此，本研究目的在探討工作壓力與員工偏差行為之關係，並加入個人和人際情境干擾因素，亦即檢視人格特質和社會支持之影響效果。

本研究採用問卷調查方式，共蒐集397份有效問卷，研究結果發現：工作壓力與員工偏差行為呈顯著正向關係，且工作任務相關之壓力，相對於人際偏差而言，對組織偏差行為影響較大。此外，正面工作壓力源與員工偏差行為呈顯著負向關係，負面工作壓力源與員工偏差行為呈顯著正向關係。再者，本研究中並無發現社會支持對於工作壓力與員工偏差行為間具有緩衝效果。而五大人格特質中的情緒穩定性，對工作壓力與人際偏差行為之關係具有調節效果。
本研究結果將有助於管理者針對不同個體上的人格差異，以及企業組織中的社會支持程度，正確解讀員工偏差行為產生原因的重要訊息，瞭解在不同情境因素中，工作壓力對於員工偏差行為的影響，能夠提供實務界有效的管理建議，協助組織減少因員工偏差行為而產生的損失。

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 behaviors (e.g., employee deviant behavior). Numerous research has demonstrated job stress may influence job attitudes and behaviors. However, scant research examines the relationship between job stress and employee deviant behaviors, and the boundary condition of the above relationship. The purpose of this study is to investigate the relationship between stress and employee deviant behavior, and to explore the moderating effects of personality and social support.

Utilizing questionnaire survey, this study investigated 397 employees. Results are as follows: First, Job stress was positive with employee employee deviant behavior (interpersonal deviance and organizational deviance). Second, role stressors had greater impact on organization deviant behavior more than on interpersonal deviant behavior. Third, positive stressor (challenge-related self-reported stress) was negatively related to employee deviant behavior, and distress stressor (hindrance-related self-reported stress) was positive related to employee deviant behavior. Fourth, the emotional stability (Neuroticism) moderated the relationship between job stress and interpersonal deviance. Specifically, emotional stability lessen the relationship between job stress and employee deviance. Finally, social support had no moderating effect on the relationship between job stress and employee deviance.

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