人格、組織正義與公民行為對反生產力工作行為的影響：以中華電信的員工為分析對象

A Study of Personality, Organisational Justice and Counterproductive Work Behaviour in the Chunghwa Telecom Corporation

10.6635/cpar.2013.19(2).03

鄭國泰(Kuo-Tai Cheng)

反生產力工作行為 ； 組織正義 ； 組織公民行為 ； 中華電信 ； counter-productive work behaviour ； organisational citizenship behaviour ； Chunghwa Telecom

中國行政評論

19卷2期（2013 / 06 / 01）

81 - 120

繁體中文

研究背景：本研究認為反生產力工作行為係由人格特質所影響，例如：性格特質和自我尊榮，而性格特徵和反生產力工作行為的關係是由組織正義和組織公民行為調節變項所影響。研究目的：本研究從不同的觀點來檢視人格特質和反生產力工作行為的關係，以及組織正義和組織公民行為的潛在調節效果，本文旨在探求人格特質與反生產力工作行為之間的關聯性，並觀察組織正義與組織公民行為對此關聯的影響。研究方法：本研究以台灣中華電信公司員工為樣本，進行匿名式問卷調查（N = 1102），並使用結構方程式來驗證模型中的變項間關係。研究結果：反生產力行為可由不同的人格特質所預測，包含：禮貌性、認真負責任、經驗開闊度、以及自尊。多元迴歸分析則指出人格特質與反生產力工作行為之間的關係，會受到二個因素所調節，即：互動型正義和組織公民行為。若將這些關係套入結構方程式的徑路分析，研究者發現互動型正義具有最強的調節效果，然後為組織公民行為。研究結論：本研究結果對組織行為的管理有重要的價值，本文一方面建議人力資源部門強化組織內的公平與正義，以減少反生產力行為的發生；另一方面，本文也建議組織領導者獎勵組織公民行為，以減緩人格特質對反生產力行為的影響力。

Research background: counterproductive work behaviour has been extensively discussed recently, as the consequence of these behaviours is pervasive and costly both to organizations and to employees' well-being. However, how organisational justice and organisational citizenship behaviour (OCB) affecting the association between personality traits and CWB was also investigated. Research objective: using Chunghwa Telecom employees in Taiwan, the paper aims to investigate the interrelation among personality characteristics, organizational justice, organizational citizenship behaviour (OCB), and counterproductive work behaviour (CWB).Research method: data were collected by a large-scale anonymous questionnaire survey (N = 1102) and the technique of Structural Equation Modelling was also adopted to examine the efficacy of moderators.Research findings: findings revealed that CWB was predicted by series of personality traits, including: conscientiousness, agreeableness, openness to experience, and self-esteem. Multiple regression analysis discovered that the CWB-traits association was moderated by: interactional justice, and OCB. Specifically, path analysis of the structural equation modeling indicated that interactional justice had the strongest moderating effect, followed by OCB. Research conclusion: based on these empirical findings, advices to the organisational management and personnel practitioners are offered: i). the occurrence of CWB will be reduced by the implementation of policies and mechanisms of organisational justice enhancement; ii). the prevalence of OCB atmosphere at work will also help alleviate the impact of personality characteristics on CWB.

1. Ambrose, M. L.,Seabright, M. A.,Schminke, M.(2002).Sabotage In the Workplace: the Role of Organizational Injustice.Organizational Behavior and Human Decision Processes,89(1),947-965.
2. Anderson, N.(Ed.),Ones, D. S.(Ed.),Sinangil, C.(Ed.),Viswesvaran, C.C.(Ed.)(2001).International Handbook of Work Psychology.Thousand Oaks:Sage.
3. Baumeister, R. F.,Campell, J. D.,Fruger, J. I.,Vohs, K.D.(2003).Does High Self-Esteem Cause Better Performance, Interpersonal Success, Happiness, or Healthier Life-styles?.Psychological Science in the Public Interest,4,1-44.
4. Baumeister, R. F.,Smart, L.,Boden, J. M.(1996).Relation of Threatened Egotims to Violence and Aggression: the Dark Side of Self-esteem.Psychological Review,103,5-33.
5. Bentler, P. M.(1986).Structural Modelling and Psychometrics: On Growth and Achievements.Psychometrika,51(1),35-51.
6. Berkowitz, L.(Ed.)(1965).Advances In Experimental Social Psychology.New York:Academic Press.
7. Berry, C. M.,Ones, D. S.,Sackett, P. R.(2007).Interpersonal Deviance, Organizational Deviance, and Their Common Correlates: A Review and Meta-analysis.Journal of Applied Psychology,92,410-424.
8. Bies, R. J.,Moag, J. F.(1986).Interactional Justice: Communication Criteria of Fairness.Research on Negotiations in Organizations,1,43-55.
9. Blau, P(1964).Exchange and Power in Social Life.New York:Wiley.
10. Bommer, W. H.,Miles, E. W.,Grover, S. L.(2003).Does One Good Turn Deserve Another-Coworker Influences on Employee Citizenship.Journal of Organizational Behaviour,24,181-196.
11. Bowling, N. A.,Gruys, M. L.(2010).Overlooked Issues in the Conceptualization and Measurement of Counterproductive Work Behavior.Human Resource Management Review,20,54-61.
12. Boyacigilier, N.,Adler, N.(1991).The Parochial Dinosaur: Organizational Science in A Global Context.Academy of Management Review,16,262-290.
13. Brown, J. D.(Ed.)(1965).The Self.San Francisco:McGraw Hill.
14. Chang, K.,Smithikrai, C.(2010).Counterproductive Behaviour at Work: An Investigation into Reduction Strategies.The International Journal of Human Resource Management,21,1272-1288.
15. Christian, M.,Ellis, A.(2011).Examining the Effects of Sleep Deprivation on Workplace Deviance: a Self-regulatory Perspective.Academy of Management Journal,54(5),913-934.
16. Cohen-Charash, Y.,Spector, P.(2001).The Role of Justice in Organizations: A Meta-analysis.Organizational Behaviour and Human Decision Processes,86(2),278-321.
17. Costa, P. T. J.,McCrae, R. R.(1992).NEO Personality Inventory-Revised (NEO-PI-R) and NEO Five-Factor Inventory (NEO-FFI) professional manual.Odessa, FL.:Psychological Assessment Resources.
18. Cropanzano, R.(Ed.)(1993).Justice in the Workplace: Approaching Fairness Iin Human Resource Management.Hillsdale, NJ:Erlbaum.
19. Dalal, R. S.(2005).A Meta-analysis of the Relationship Between Organizational Citizenship Behavior and Counterproductive Work Behaviour.Journal of Applied Psychology,90,1241-1255.
20. Dalal, R. S.,Lam, H.,Weiss, H. M.,Welch, E. R.,Hulin, C. L.(2009).A Within-person Approach to Work Behavior and Performance: Concurrent and Lagged Citizenship-counterproductivity Associations, and Dynamic Relationships with Affect and Overall Job Performance.Academy of Management Journal,52(5),1051-1066.
21. Digman, J. M.(1990).Personality Structure: Emergence of the Five-factor Mode.Annual Review of Psychology,41,417-440.
22. Duffy, M. K.,Ganster, D.,Pagon, M.(2002).Social Undermining in the Workplace.Academy of Management Journal,45,331-351.
23. Ferris, D. L.,Brown, D. J.,Heller, D.(2009).Organizational Supports and Organizational Deviance: the Mediating Role of Organization-based Self-Esteem.Organizational Behavior and Human Decision Processes,108,279-286.
24. Ferris, D. L.,Brown, D. J.,Lian, H.,Keeping, L. M.(2009).When Does Self-esteem Relate to Deviance Behavior? the Role of Contingencies of Self-worth.Journal of Applied Psychology,94,1345-1353.
25. Gergen, K.(Ed.),Greenberg, M.(Ed.),Willis, R.(Ed.)(1980).Social Exchange: Advances in Theory and Research.New York:Plenum Press.
26. Goldberg, L. R.(1990).An Alternative "Description of Personality": the Big Five Factor Structure.Journal of Personality and Social Psychology,59,1216-1229.
27. Greenberg, J.(1990).Employee Theft as A Reaction to Underpayment Inequity: The Hidden Cost of Pay Cuts.Journal of Applied Psychology,75,561-568.
28. Greenberg, J.,Scott, K. S.(1996).Why Do Workers Bite the Hands that Feed Them? Employee Theft as A Social Exchange Process.Organizational Behavior,18,111-156.
29. Grimm, L. G.(Ed.),Yarnold, P. R.(Ed.)(2000).Reading and Understanding More Multivariate Statistics.Washington, DC:American Psychological Association.
30. Gruys, M. L.,Sackett, P. R.(2003).Investigating the Dimensionality of Counterproductive Work Behaviour.International Journal of Selection and Assessment,11,30-41.
31. Heuer, L.,Blumenthal, E.,Douglas, A.,Weinblatt, T.(1999).A Deservingess Approach to Respect as A Relationally Based Fairness Judgement.Personality and Social Psychology Bulletin,25,1279-1292.
32. Homans, G. C.(1961).Social Behaviour: Its Elementary Forms.London:Routledge.
33. Ilies, R.,Hauserman, H. S.,Stibal, J.(2003).Reported Incidence Rates of Workrelated Sexual Harassment in the United States Using Meta-analysis to Explain Reported Rate Disparities.Personnel Psychology,56,607-631.
34. Judge, T. A.,LePine, J. A.,Rich, B. L.(2006).Loving Yourself Abundantly: Relationship of the Narcissistic Personality to Self- and Other Perceptions of Workplace Deviance, Leadership, and Task and Contextual Performance.Journal of Applied Psychology,91,762-776.
35. Lee, K.,Allen, N. J.(2002).Organizational Citizenship Behavior and Workplace Deviance: The Role of Affect and Cognitions.Journal of Applied Psychology,87,131-142.
36. Lin, Y. J. B.(2005).Individual Differences and Their Influences on Work Behaviours.Health Conference
37. McCrae, R. R.,Terracciano, A.(2005).Personality Profiles of Cultures: Aggregate Personality Traits.Journal of Personality and Social Psychology,89,407-425.
38. Miles, D. E.,Borman, W. E.,Spector, P. E.,Fox, S.(2002).Building An Integrative Model of Extra Role Work Behaviors: A Comparison of Counterproductive Work Behavior With Organizational Citizenship Behavior.International Journal of Selection and Assessment,10,51-57.
39. Mount, M. K.,Barrick, M. R.(1995).The Big Five Personality Dimension: Implications for Research and Practice in Human Resources Management.Research in Personnel and Human Resources Management,13,153-200.
40. Ones, D. S.,Viswesvaran, C.,Schmidt, F. L.(2003).Personality and Absenteeism: A Meta-analysis of Integrity Tests.European Journal of Personality,17,39-66.
41. Organ, D. W.(1990).The Motivational Basis of Organizational Citizenship Behavior.Research in Organizational Behavior,12,43-72.
42. Organ, D. W.,Konovsky, M.(1989).Cognitive Versus Affective Determinants of Organizational Citizenship Behaviour.Journal of Applied Psychology,74,157-164.
43. Organ, D. W.,Moorman, R. H.(1993).Fairness and Organizational Citizenship Behaviors: What Are the Connections.Social Justice Research,6,5-18.
44. O'Sulivan, E.,Rassel, G.(1989).Research Methods for Public Administrators.London:Longman.
45. Pervin, L. A.,John, O. P.(2004).Personality: Theory and Research.New York:John Wiley.
46. Robbins, J. M.,Ford, M. T.,Tetrick, L. E.(2012).Perceived Unfairness and Employee Health: A Meta-Analytic Integration.Journal of Applied Psychology,97(2),235-272.
47. Robinson, S. L.,Bennett, R. J.(1995).A Typology of Deviant Workplace Behaviors: A Multidimensional Scaling Study.Academy of Management Journal,38,555-572.
48. Sackett, P. R.,Berry, C. M.,Wiemann, S. A.,Laczo, R. M.(2006).Citizenship and Counterproductive Work Behaviour: Clarifying Relationships Between the Two Domains.Human Performance,19,441-464.
49. Salgado, J. F.(1997).The Five Factor Model of Personality and Job Performance in the European Community.Journal of Applied Psychology,82,30-43.
50. Salgado, J. F.(2002).The Big Five Personality Dimensions and Counterproductive Behaviors.International Journal of Selection and Assessment,10,117-125.
51. Skarlicki, D. P.,Folger, R.(1997).Retaliation In the Workplace: The Roles of Distributive, Procedural, and Interactional Justice.Journal of Applied Psychology,82,434-443.
52. Skarlicki, D. P.,Folger, R.,Tesluk, P.(1999).Personality as A Moderator in the Relationship Between Fairness and Retaliation.Academy of Management Journal,42,100-108.
53. Spector, J. A.(2001).On the Dimensionality of Organizational Justice: A Construct Validation of A Measure.Journal of Applied Psychology,86,386-400.
54. Spector, P.(2011).The relationship of Personality to Counterproductive Work Behavior (CWB): An Integration of Perspectives.Human Resource Management Review,21,342-352.
55. Spector, P. E.,Fox, S.(2010).Theorizing about the Deviant Citizen: An Attributional Explanation of the Interplay of Organizational Citizenship and Counterproductivework Behavior.Human Resource Management Review,20,132-143.
56. Thibaut, J.,Walker, L.(1975).Procedural Justice: A Psychological Analysis.NJ:Erlbaum.
57. Venkataramani, V.,Dalal, R. S.(2007).Who Helps And Harms Whom? Relational Antecedents of Interpersonal Helping and Harming In Organizations.Journal of Applied Psychology,92,952-966.
58. 何益鋒(2006)。高雄餐旅學院。
59. 吳明隆(2009)。結構方程式─方法與實務應用。高雄市:麗文文化。
60. 吳明隆(2009)。結構方程模式AMOS 的操作與應用。台北市:五南。
61. 呂宛霖(2006)。國立彰化師範大學。
62. 杜書伍(2012)。打造將才基因2：將將。打造將才基因2：將將:天下。
63. 林子芸(2006)。中國文化大學國際企業管理研究所。
64. 邱皓政(2005)。結構方程式─LISREL 的理論、技術與應用。台北市:雙葉書廊。
65. 施碧渶(2006)。明道大學產業創新與經營學系。
66. 孫本初(2013)。新公共管理。台北市:新保成。
67. 張守中、鄭國泰、孫本初、李宜玲(2008)。反生產力行為的因應之道─以組織正義為例。97 年度「政府治理與人力資源發展」研討會，南投:
68. 張富婷(2006)。中國文化大學國際企業管理研究所。
69. 陳春花、劉禎(2010)。反生產力工作行為研究述評。管理學報，7(6)，825-833。
70. 馮斯琪(2007)。國立政治大學企業管理學系。
71. 劉千萍(2008)。中國文化大學。
72. 謝金青(2011)。社會科學研究法。台北市:威仕曼。
73. 羅清俊(2007)。社會科學研究方法─如何做好量化研究。台北市:威仕曼。

1. Hung, Chao-Hsiang,Hu, Yueh-Luen,Ching, Gregory(2015).Examining the Counterproductive Work Behaviors within Taiwan Academic Setting: A Pilot Study.高教評鑑與發展,9(1),63-82.
2. 曾勤媛,洪瑞黛(2018)。護理人員組織公平、健康促進生活型態、情緒智能與幸福感之關係研究。弘光學報，81，27-46。