近幾年，許多研究開始關注不當監督行為對組織造成的影響，尤其是主管的不當監督行為，會對部屬造成顯著負向影響。然而，目前的研究對於主管的不當監督行為與部屬的職家衝突和職場偏差行為的關連性，仍未加以釐情。所以本研究旨在探討主管的不當監督行為、部屬的職家衝突與職場偏差行為的關係。本研究以不當監督行為為自變項，職場偏差行為為依變項，並以職家衝突為中介變項，探討部屬的職家衝突 在不當監督行為與職場偏差行為關係之中介效果；並進一步將社會支持(組織家庭支持文化、組織家庭支持政策與同事支持)視為不當監督行為 與職家衝突間、職家衝突與職場偏差行為間的干擾變項，以瞭解各變項間的影響關係。
本研究以便利性抽樣方式選取施測對象，受測對象為一般企業員工，選取樣本有製造業、服務業、與科技業，並以對偶方式蒐集資料，最後共回收 212 份有效問卷(共有 106 對部屬與主管的對偶問卷)；並以此進行描述性統計分析、驗證性因素分析(CFA)，最後，採線性結構模式（Linear Structural Relation, LISREL）、階層迴歸分析（Hierarchical Regression Analysis）和Sobel Test加以檢驗其中介效果， 和階層迴歸分析進行干擾效果的假設驗證。
本研究結果顯示：（一）不當監督對職家衝突有顯著性的正向影響。（二）職家衝突對職場偏差有顯著性的正向影響。（三）職家衝突對不當監督與職場偏差有顯著的部分中介效果。（四）組織家庭支持政策對不當監督與職家衝突間的關係有調節效果。並依據上述研究結果，本研究提出對於管理和後續研究的建議。

In recent years, studies have discussed the abusive supervision behavior in the organizations. Especially, supervisors’ abusive supervision behaviors were believed to have negative effects on subordinates. However, the relationship between supervisors’ abusive supervision behaviors, subordinates’ work-family conflict, and deviant behavior remained unclear. For this reason, this study intends correlating supervisors’ abusive supervision behaviors and subordinates’ work-family conflict with deviant behavior. In this study, abusive supervision is the independent variable; Deviant behavior is the dependent variable; Work-family conflict is the mediator. Besides, we defined social support (family-supportive policies, perceived organizational work–family support, and perceived coworker support) as a moderator not only between supervisors’ abusive supervision behaviors and subordinates’ work-family conflict, but also between work-family conflict and deviant behavior.
The subjects of the study who are selected by convenience sampling and the data are collected using dyad-approach are common enterprise employees from manufacturing, high-tech industry, and service industry in Taiwan. Two hundred and twelve effective questionnaires (106 supervisor-subordinate dyadic data) of the survey are retrieved. Moreover, the analytic tools such as descriptive analysis, confirmatory factor analysis (CFA), linear structural relation, hierarchical regression analysis, and sobel test are utilized to analyze the result of the survey and to verify the assumptions of the study.
The findings of the study are as follows. (1) Abusive supervision correlates positively with work-family conflict. (2) Work-family conflict also has significantly positive correlation with deviant behavior. (3) Mediating effect of work-family conflict is significant. (4) Family-supportive policies moderate the relationship between Abusive supervision and work-family conflict. The findings highly support the hypothesis I made, and also testify some researcher’s suggestions. Further from this research, I also offer some suggestions for management and practice to the issue and following related research.

誌 謝 i
摘 要 ii
Abstract iii
目 錄 iv
圖目錄 vi
表目錄 vii

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4

第二章 文獻探討 6
第一節 不當監督行為 6
第二節 職家衝突 8
第三節 職場偏差 12
第四節 社會支持 14
第五節 不當監督行為與職家衝突的關係 20
第六節 職家衝突與職場偏差的關係 23
第七節 社會支持對於不當監督和職家衝突的調節效果 28
第八節 社會支持對於職家衝突和職場偏差的調節效果 32

第三章 研究方法 38
第一節 研究架構與研究假設 38
第二節 研究變項操作性定義與衡量工具 39
第三節 研究對象與抽樣方式 42
第四節 資料處理分析方法 44
第五節 因素分析與效度分析 46



第四章 實證分析與結果 53
第一節 研究構面基本特性資料分析 53
第二節 構面之間的關聯性分析 57
第三節 變異數分析 59
第四節 構面整體模式分析 62
第五節 社會支持對不當監督與職家衝突的調節效果分析 67
第六節 社會支持對職家衝突與職場偏差的調節效果分析 70

第五章 結論與建議 73
第一節 研究結論 74
第二節 管理意涵 76
第三節 研究限制 79
第四節 未來研究方向 79

參考文獻 80

附錄一：研究問卷-A卷（直屬主管填答） 99
附錄二：研究問卷-B卷（直屬員工填答） 101

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