近年以來，工作壓力越來越受到各行各業所關注，而也有越來越多學者們探討著工作壓力與員工行為之間的關係，而領導風格可能是一個影響員工壓力的因素，本研究旨在探工作壓力到員工職場偏差行為的歷程，並試圖假設領導者的謙遜行為會對其產生干擾效果。本研究以工作壓力為自變項、員工職場偏差行為為依變項、領導者謙遜為干擾變項，藉以檢驗領導者謙遜對工作壓力與職場偏差行為是否具有干擾效果。
本研究以問卷調查法進行，以工作中具有部屬於直屬主管之關係作為問卷蒐集之對象，共蒐集了261份有效問卷，並運用階層迴歸分析來剖析相關資訊。研究結果顯示，工作壓力對人際職場偏差行為有顯著正相關；同時證實，領導者謙遜對於工作壓力與職場偏差行為有部分干擾效果。最後，依據本研究結論，提出相關的管理意涵與建議，以提供未來相關研究者參考。

Recently, work stress has become a more attention issue in the various walks of life. More and more scholars study the relationship between work stress and workplace deviance behavior in current researches. In addition, leadership style might be one of possible factors causing employees’ work stress. Therefore, the purpose of the research is not only exploring how work stress influences employees’ workplace deviance behavior, but also assuming that leader humility will have moderate effect on this relationship. According to the hypothesis, the research is conducted via using work stress as independent value, work deviation behavior as dependent value, and leader humility as moderator.
The research adopted questionnaire survey procedure by collecting 261 effective questionnaire. Take people with the relationship of supervisor and subordinate as research target. The questionnaire information has been confirmed after the return analytic method, and obtains the results bellow. The results show that work stress has a significant positive impact on interpersonal deviance behavior. Simultaneously, leader humility has partial moderate effect on the relationship between work stress and work deviation behavior. According to the results and theories, some management implications and suggestions were provided for future researchers.

論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 工作壓力 4
第二節 職場偏差行為 5
第三節 領導者謙遜 7
第四節 工作壓力、職場偏差行為與領導者謙遜間的關係 8
第三章 研究方法 10
第一節 研究架構與假設 10
第二節 研究樣本與資料蒐集 11
第三節 研究工具 12
第四章 研究結果 14
第一節 描述性統計分析 14
第二節 相關係數分析 17
第三節 迴歸分析 19
第五章 結論與建議 22
第一節 研究發現 22
第二節 管理意涵 23
第三節 未來研究建議 24
參考文獻 25
附錄 研究問卷 31

一、中文部分
李素幸、莊侑哲、謝正悅、蔡朋枝 (2008)，歐盟專家提出的新興社會心理危害因素，工業安全衛生月刊，231，60-66。
高旭繁、陸洛 (2011)，工作壓力及其後果的組群差異：以OSI模式為理論基礎之大樣本分析。臺大管理論叢，22(1)，239-272。
張春興 (1991)，現代心理學。台北，東華出版社
陸洛 (1997)，工作壓力之歷程理論與研究的對話，中華心理衛生學刊，10 卷 4 期：19-51。
陸洛、高淑芳 (1999)，主管工作壓力的族群差異個人背景、工作與職業因素，中華心理衛生學刊，12(2)，23-66。
彭台光、高月慈、林鉦棽 (2006)，管理研究中的共同方法變異：問題本質、影響、測試和補救，管理學報，23(1)，77-98。
鄭伯壎 (1990)，領導與情境-互動心理學研究途徑。台北，大洋出版社。
鄭伯壎 (1995)，家長權威與領導行為之關係：一個台灣民營企業主詞人的個案研究。中央研究院民族學研究所集刊（台灣），79，110-173。

二、西文部分
Aryee, S., Chen, Z. X., Sun, L. Y., & Debrah, Y. A. (2007). Antecedents and outcomes of abusive supervision: test of a trickle-down model. Journal of Applied Psychology, 92(1), 191-201.
Beehr, T. A., & Newman, J. E. (1978). Job stress, employee health, and organizational effectiveness: A facet analysis, model, and literature review1. Personnel psychology, 31(4), 665-699.
Benoliel, J. Q., McCorkle, R., Georgiadou, F., Denton, T., & Spitzer, A. (1990). Measurement of stress in clinical nursing. Cancer Nursing, 13(4), 221-228.
Bensimon, H. F. (1994). Crrsis and disaster management: Violations in the workplace. Training and development, 28, 27-32.
Buss, D. (1993). Ways to curtail employee theft. Nation’s Business, 81, 36-38.
Caplan, R. D., & Jones, K. W. (1975). Effects of work load, role ambiguity, and type A personality on anxiety, depression, and heart rate. Journal of applied psychology, 60(6), 713.
Cartwright, S., & Cooper, C. L. (1997). Managing workplace stress (Vol. 1). Sage.
Cooper, C. L., & Smith, M. J. (Eds.). (1985). Job stress and blue collar work (Vol. 9). John Wiley & Sons.
Dalal, R. S. (2005). A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of applied psychology, 90(6), 1241.
Davis, D. E., Hook, J. N., Worthington Jr., E. L., Van Tongeren, D. R., Gartner, A. L., Jennings, D. J., & Emmons, R. A. (2011). Relational humility: Conceptualizing and measuring humility as a personality judgment. Journal of Personality Assessment, 93(3), 225-234.
Duffy, M. K., Ganster, D., & Pagon, M. (2002). Social undermining in the workplace. Academy of Management Journal, 45, 331-351.
Dupré, K. E., Inness, M., Connelly, C. E., Barling, J., & Hoption, C. (2006). Workplace aggression in teenage part-time employees. Journal of Applied Psychology, 91, 987-997.
Eckenrode, J., & Gore, S. (1990). Stress between work and family. In Stress between work and family (pp. 205-218). Springer US.
Exline, J. J., & Geyer, A. L. (2004). Perceptions of humility: A preliminary study. Self and Identity, 3(2), 95-114.
French, J. R., & Kahn, R. L. (1962). A Programmatic Approach to Studying the Industrial Environment and Mental Health1. Journal of social issues, 18(3), 1-47.
Harper, D. (1990). Spotlight abuse-save profits. Industrial distribution, 79(3), 47-51.
Hofstede, G. (1980).Culture’s consequences: International differences in workrelated values. Beverly Hill, CA:Sage.
Hollinger, R. C., & Clark, J. P. (1982). Formal and informal social controls of employee deviance. The Sociological Quarterly, 23, 333-343.
Francis LK Hsu. (1981). Americans and Chinese: Passages to Differences. University of Hawaii Press.
Jamal, M. (1990). Relationship of job stress and Type-A behavior to employees' job satisfaction, organizational commitment, psychosomatic health problems, and turnover motivation. Human Relations, 43(8), 727-738.
Jex, S. M. (1998). Stress and job performance. London: Sage Publications. Journal of Applied Psychology, 92, 191-201.
Kelloway, E. K., Sivanathan, N., Francis, L., & Barling, J. (2005). Poor leadership. In J. Barling, E. K. Kelloway & M. R. Frone (Eds.), Handbook of work stress (pp. 89-112). Thousand Oaks, CA: Sage.
Knight, P. A., & Nadel, J. I. (1986). Humility revisited: Self-esteem, information search, and policy consistency. Organizational Behavior and Human Decision Processes, 38(2), 196-206.
Liden, R. C., & Maslyn, J. M. (1998). Multidimensionafity of leader-member exchange: An empirical assessment through scale development. Journal of management, 24(1), 43-72.
Lu, L., Cooper, C. L., Chen, Y. C., Hsu, C. H., Li, C. H., Wu, H. L., & Shih, J. B. (1995).Chinese version of the OSI: A study of reliability and factor structures. Stress Medicine, 11(1), 149-155.
Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92, 1159-1168.
Morris, J. A., Brotheridge, C. M., & Urbanski, J. C. (2005). Bringing humility to leadership: Antecedents and consequences of leader humility. Human Relations, 58(10), 1323-1350.
Neuman, J. H., & Baron, R. A.(1998). Workplace violence and workplace aggression: Evidence concernin specific from, potential cause, and preferred targets. Journal of Management,24(3), 391-419.
Oldham, G. R., & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of management journal, 39(3), 607-634.
O’Leary-Kelly, A. M., Griffin, R. W., & Glew, D. J. (1996). Organization-motivated aggression: A research Framework. Academy of Management Review,21(1), 225-253.
Owens, B. P., Johnson, M. D., & Mitchell, T. R. (2013). Expressed humility in organizations: Implications for performance, teams, and leadership. Organization Science, 24(5), 1517-1538
Payne, R., & Firth-Cozens, J. (1987). Stress in health professionals. John Wiley & Sons.
Peterson, C., & Seligman, M. E. P. (2004). Character strengths and virtues: A handbook and classification. New York: Oxford University Press.
Plenum Press. Cooper, & Smith. (1985). Job stress and blue collar work: John Wiley & Sons.
Robinson, S. L., & Bennett, R. J. (1995). A typology of deviant workplace behaviors: A multidimensional scaling study. Academy of management journal, 38(2), 555-572.
Robinson, S. L., & Bennett, R. J. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85, 349-360.
Robinson, S. L., & Greenberg, J. (1998). Employees behaving badly: Dimensions, determinants and dilemmas in the study of workplace deviance. In D. M. Rousseau & C. Cooper (Eds.). Trends in organization behavior：New York：Wily, 5, 1-30.
Seligman, M. E. P. (2002). Authentic happiness: Using the new positive psychology to realize your potential for lasting fulfillment. New York: The Free Press.
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.
Tangney, J. P. (2000). Humility: Theoretical perspectives, empirical findings, and directions for future research. Journal of Social and Clinical Psychology, 19(1), 70-82.
Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43, 178-190.
Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33, 261-289.
Weiss, H. M., & Knight, P. A. (1980). The utility of humility: Self-esteem, informaiton search, and problem-solving efficiency. Organizational Behavior and Human Performance, 25(2), 216-223.
WHO. (2001). The World Health Report 2001: Mental health: new understanding, new hope. World Health Organization.
Zellars, K. L., Tepper, B. J., & Duffy, M. K. (2002). Abusive supervision and subor dinates, organizational citizenship behavior. Journal of Applied Psychology, 87, 1068-1076.