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南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 職場壓力管理 姓名:楊惠雯 學號:NA21F013 指導教授:李金泉 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 It has been demonstrated that a negative work environment, created by toxins within an organization, can have very severe effects on the employees that work there (Fitzgerald,2002; Fitzgerald and Eijnatten, 2002). 已經證明一個消極的工作環境，將在組織內造成 毒素，對在那裡工作的員工造成非常嚴重的影響。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 Employees might suffer from some physiological effects like changes in blood pressure or cholesterol levels, increases in muscle tension, and heightened awareness of the environment. 員工可能會遭受一些生理影響像血壓變化或膽 固醇飆高，增加肌肉緊張和提高環境警覺。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 They might also suffer from psychological effects, such as; impaired judgment, irritability, anxiety, anger, an inability to concentrate and memory loss. 他們也可能遭受心理性的影響，例如:判斷受損、 煩躁、焦慮、憤怒、注意力不集中和記憶喪失 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 On the other hand, it has also been found that companies in the USA alone lose an excess of $200 billion each year due to employee deviance. 另一方面也發現，每年因員工偏差行為，在美 國的公司已失去超過2000億美元。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 Employee deviance has also been found to be the cause of approximately 30 percent of all business failures 員工偏差行為也被發現，是導致企業倒閉的所 有原因中，約佔30％ 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 It would be safe to assume that while it is true that employees suffer from a negative work environment, it is also true that organizations themselves, toxic or not, suffer from the behavior of their employees. This behavior is known as deviant behavior (Bolin and Heatherly, 2001; Dyck and Roithmayr, 2001). 它可以適當的假設，雖然員工蒙受消極的工作環境之 苦，是事實，不管組織本身有毒與否，蒙受其他員工 行為之苦也是事實。這種行為被稱為偏差行為。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 There is a growing interest among researchers as well as corporate executives concerning deviant behaviors in organizations 在研究人員以及企業管理人之間，關於組織中 的偏差行為的興趣正日益增長。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 Not only because of the enormous costs related to these behaviors, but also the social and psychological effects deviant behaviors have on the workplace. 不僅是因為有關這些相關的行為付出的巨大代 價，也因為偏差行為對職場造成社會和心理影 響。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 Deviant behavior can be defined as‘‘voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of an organization, its members, or both’’ (Robinson and Bennett, 1995) 偏差行為可以被定義為一種“自願的行為，它違 反了組織重大規範，並在這樣做時威脅組織、及 成員(或兩者)的福利。 南台科大教評所 Deviant behavior: costs andand consequences Deviant behavior: costs consequences 偏差行為：成本和後果 偏差行為：成本和後果 This description can be somewhat misleading when trying to understand what behaviors are considered deviant, since the behaviors are being compared to the organization’s norms 當偏差行為對組織規範進行比較時，嘗試瞭解哪些 行為被認為不正常，這種描述是有些誤導性。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 For instance, in a toxic organization an organizational norm may be to steal others ideas and take credit for them. 例如，在一個毒性組織中，組織的規範可 能是偷竊別人的點子，以及搶功勞。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 However, if someone was to expose this behavior and or refuse to follow such behavior,deviate from the norm, they would be the one’s considered to display deviant behavior. 但是，如果有人是揭露這種行為，或拒絕遵循 偏離規範這樣的行為，他們將被認為是基於個 人考量去揭露的偏差行為。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 This is why it is important to define what norms the employee’s behaviors should be compared to(Biberman and Whitty, 1997). 這就是為何它是很重要的定義，什麼樣的規範 是員工行為應該相比的。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 Not only do norms vary between organizations, but they also vary within organizations (Biberman et al., 1999). 不僅在規範不同組織之間有所變化，在組織內也 會發生變化。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 Different groups within an organization could adopt norms that are different or even completely opposite to each other. 組織內的不同群體可以採用不同或甚至在彼 此之間完全相反的規範。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 For example, a group within an organization may conform to arriving late to work, while another group may conform to being very punctual 例如，組織內的一組可能工作延宕，而另一組 非常準時 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 Most people would agree that the group arriving late to work is the one that is practicing deviant behavior 大多數人都會同意，工作延宕小組是在 實踐偏差行為的那個。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 However, according to the definition of deviant behavior the answer would depend on what the actual and historic cultural norm of the organization is 然而，根據偏差行為的定義,答案將取決於關 於本組織的實際和歷史悠久的文化規範。 This is where hyper norms come into play 這是超規範發揮作用的場所 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 Hyper norms are globally held values and beliefs, which include the approval or exclusion of specific behaviors, such as,do not mistreat others, or more complicated principles, such as, justice and virtue. 超規範作為全球性價值觀和信念，其中包括贊同 或排除特定行為，(如不虐待他人)，或者更複雜 的原則，(如正義和美德) 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 Using hyper norms provides a global standard for evaluating behaviors 超規範的使用為評估行為提供了全球性的標準。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 One might also use reference group norms, such as, local or federal laws or even professional standards, to judge employee’s behaviors. 也許有人會使用參照群體的規範，如，地方或 聯邦法律或專業標準，來判斷員工的行為。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 An example of reference group norms would be specific laws governing activities within an industry, such as accounting, or even principles upheld by professional associations. 參照群體規範的例子可能是一個行業，例 如:會計或堅持原則的專業協會的具體法條 及活動方針。 南台科大教評所 Deviant behavior: costs and consequences 偏差行為：成本和後果 It is important to note that there are some deviant behaviors that are positive and constructive. 重要的是，要注意有一些偏差行為是具有積極和建設 性的。 However, it is the destructive deviant behaviors that will negatively affect the organization’s performance and the work environment (Warren, 2003). 然而，它是破壞性的偏差行為，將對組織的績效和工 作環境產生負面影響。