預期後悔已被證實可以帶來許多正面的結果，雖然後悔理論告訴我們人們習慣性趨避後悔，因為後悔是一種令人感到不開心的負面情緒，但預期後悔卻可以被視為動機並對個人行為產生正面的顯著影響。除此之外，本研究亦針對近年來備受關注的安全行為進行討論，近年來職場安全逐漸成為各企業關注的議題，職災不但會造成公司與員工的直接成本，更可能產生龐大的間接成本。預期後悔被證實可以使決策者在決策過程中更加謹慎，本研究認為預期後悔實可增加員工安全行為傾向。雖然預期後悔與安全行為相關研究在各自領域已持續一段時間，但如何將這個負面情緒與員工安全行為連結並且應用在組織中仍是個未知數。因此，本研究目的在探討預期後悔如何扮演員工安全行為之動機角色，同時提出跨層次模型，檢測不同道德氣候下對員工安全行為可能產生的直接與間接影響。樣本資料來自31個不同組織總共149位員工，並以層級線性模式進行假設的驗證。
結果顯示，員工具備高程度預期後悔，會增加安全遵守與安全參與行為。除此之外，本研究證實某些特定道德氣候除了會直接影響員工安全行為，同時也間接干擾員工預期後悔與安全參與的關係。總結而言，本研究同時考慮個人與組織因素對員工安全行為的影響，並且加入組織層級的道德氣候去檢視員工預期後悔與安全參與的關係，不僅有助於了解員工提升安全行為的相關誘因，為未來預期後悔或道德氣候在工作環境下之運用提供理論與實務上的基礎。

According to Regret Theory, people are regret aversive because regret is considered as an unpleasant negative emotion. However, anticipated regret can be seen as a motivation which has significant positive influence on individual behaviors. In addition, this study further discusses the more and more popular concept: safety behaviors which have been taken seriously in every industry recently. Although previous studies on anticipated regret and safety behaviors were quite complete, none of them put these concepts together and examine the relationship in an organizational context. Thus, the main purpose of this study is to investigate how anticipated regret affects employees’ safety behaviors. Meanwhile, a cross-level model was proposed to examine the direct and indirect effect of ethical climates. Data were collected from 31 organization consisted of 149 employees, and hierarchical linear modeling techniques were applied to test the hypotheses.
As a result, it was found that with high anticipated regret, individual would be more possible to take safety compliance and safety participation. On the other hand, it was demonstrated that specific ethical climates had direct influence on safety behaviors or indirectly moderate the relationship between employees’ anticipated regret and safety participation. Consequently, by considering both organizational-level and individual-level factors in this framework, the valuable findings and application of individual’s anticipated regret, safety behaviors and organizational ethical climates in the work context have been established.

CHAPTER 1 INTRODUCTION 1
CHAPTER 2 LITERATURE REVIEW 4
2.1 ANTICIPATED REGRET 4
2.1.1 Regret 4
2.1.2 Anticipated Regret 9
2.2 SAFETY BEHAVIOR 13
2.2.1 Accidents 13
2.2.2 Safety Behaviors 14
2.2.3 Anticipated Regret and Safety Behaviors 16
2.3 ETHICAL CLIMATE 19
2.3.1 Organizational Climate 19
2.3.2 Ethical Climate 22
2.3.3 Ethical Climate and Safety Behaviors 27
CHAPTER 3 METHOD 33
3.1 RESEARCH FRAMEWORK 33
3.2 HYPOTHESES 34
3.3 SAMPLE & PROCEDURE 35
3.4 VARIABLE DEFINITION & MEASUREMENTS 36
3.4.1 Anticipated Regret 37
3.4.2 Safety-related Behavior 37
3.4.3 Ethical Climate Questionnaire (ECQ) 38
3.5 HIERARACHICAL LINEAR MODEL 39
3.6 SAMPLE DESCRIPTION 39
CHAPTER 4 RESULTS 41
4.1 DESCRIPTIVE STATISTICS 41
4.2 AGGREGATION OF ORGANIZATIONAL-LEVEL 43
4.3 RESULTS OF HIERATICAL LINEAR MODEL 43
4.4 RESULTS OF HYPOTHESES 50
CHAPTER 5 DISCUSSION 51
5.1 THE IMPACT OF INDIVIDUAL EMOTION ON BEHAVIOR 52
5.2 BEHAVIORS UNDER ORGANIZATIONAL CLIMATE 52
5.2.1 The Direct Impact of Ethical Climate on Safety Behaviors 54
5.2.2 The Cross-level Interaction Effects 58
5.3 PRACTICAL IMPLICATION 59
5.4 LIMITATION & FUTURE RESEARCH 62
REFERNCE 64
APPENDIX I 73
APPENDIX II 74

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