Transcript 下載/瀏覽

職場壓力管理
授課教師：李金泉教授
班
級：碩專教評一甲
學
號：NA21F012
學
生：宋 敏 琪
偏差行為：成本與後果
Deviant behavior：
costs and consequences
有許多類型的偏差行為，一些比別人更昂貴
成本。大部分員工從事一些偏差行為或其他
形式。組織中最昂貴的成本是離經叛道行為
是盜竊，破壞，曠工(缺勤)，以及怠惰。
There are many types of deviant behavior,
some more costly than others. A majority of
employees engage in some form of deviant
behavior or another. The most costly deviant
behaviors to organizations are theft, sabotage,
absenteeism, and withholding effort.
然而，偏差行為比如，謾罵，長期休息，閒聊
(傳播流言蜚語)，物質濫用不至於組織的底線是
昂貴的，但他們可以嚴重影響工作場所。
However, deviant behaviors such as, verbal
abuse, taking long breaks, gossiping, and
substance abuse may not be as costly on
an organization’s bottom line, but they can
severely affect the workplace.
行為最嚴重的頻率，如盜竊，破壞，被發現屬於財
產和個人侵略之類。而行為雖然不嚴重的等級，如
閒聊飲酒和宿醉的行為，屬於生產(產量)和政治
(黨派)偏差之類（ Bolin and Heatherly，
2001;Peterson ，2002）。
The behaviors with the most severe ratings, such
as theft and sabotage, were found to belong to
the property and personal aggression classes.
While the behaviors with the least severe ratings,
such as gossiping and hangovers from alcohol,
belonged to the production and political deviance
classes (Bolin and Heatherly, 2001;Peterson,
2002).
研究人員目前正在試圖預測哪些員工更容易表現出
自己的態度，個性和觀念的基礎上偏差行為。例如，
健康利益的好處是提供給組織中的每一個人，然而，
一些人濫用這些好處，而有的則沒有。
Researchers are currently attempting to predict
which employees are more likely to exhibit deviant
behavior based on their attitudes, personalities,
and perceptions. For example , health benefits are
available to everyone in an organization; however,
some people abuse these benefits while others do
not.
要成功地預測哪些員工將更有可能參與缺勤，必須
嘗試去評估缺勤和一般偏差行為相關態度之間的關
係強度研究。
To successfully predict which employees would
be more likely to participate in absenteeism a
study would have to try to assess the strength
of the relationships between absenteeism and
common deviance-related attitudes.
即使這些研究大多都比較相近，並沒有被反復證明，
足以被大家所接受，也出現了一些有趣的發現，
偏差的工作行為和員工的態度之間的關係，個性
和看法。
Even though most of these studies are relatively
recent and have not been proven repeatedly
enough to be accepted by everyone, there have
been some interesting findings regarding
relationships between deviant workplace
behavior and employee’s attitudes, personalities,
and perceptions.
比如，不滿已被證明是有盜竊與反生產力一個
強弱的關係。
For instance, dissatisfaction has been shown to
have a weak relationship with theft and a
slightly stronger relationship with counter
productivity.
觀察這種模式之後，人們可以假設，不滿結果
的發生輕微違例事項，但並不一定會導致嚴重
的罪行。(Jones, 1999; Bolin and
Heatherly, 2001).
After observing this pattern one could
assume that dissatisfaction results in an
occurrence of minor offenses, but does not
necessarily lead to severe offenses. (Jones,
1999; Bolin andHeatherly, 2001).
Bolin and Heatherly （2001）最近的一項研究
證明，盜竊被認可(批准)，公司蔑視，離職意圖
和不滿，都能夠預測至少一種類型的偏差行為
A recent study by Bolin and Heatherly
(2001) demonstrated that theft approval,
company contempt, intent to quit, and
dissatisfaction were all able to predict at
least one type of deviant behavior.
被預測的偏差行為是濫用藥物，曠工，特權濫用
和盜竊。盜竊罪批准所有四個是最好的預測
偏差行為的類型
The deviant behaviors that were being
predicted were substance abuse,
absenteeism, privilege abuse, and theft.
Theft approval was the best predictor of all
four types of deviant behavior.
跳槽意向和不滿情緒對預測曠工、特權濫用和盜
竊顯著貢獻 ;然而，公司的蔑視對盜竊的預測只
有稍微貢獻。最終有人提出四當中有三個態度能
夠始終如一地預測員工的偏差行為
Intent to quit and dissatisfaction significantly
contributed to the prediction of absenteeism,
privilege abuse and theft; however, company
contempt only slightly contributed to the
prediction of theft. In the end it was suggested
that three of the four attitudes were able to
consistently predict deviant behavior in employees.
VOL.
最近，在工作場所和偏差的個性，觀念之間的
關係是已經觀察到的行為。工作情況被認為是
一個積極的正面觀念是員工偏差行為 負相關
More recently, relationships between personality,
perception of the workplace and deviant behaviors
have been observed. A positive perception of the
work situation was found to be negatively related
to employee deviance.
有人還發現，人格特質，如自覺性，情緒穩定性
和適宜(適合/宜人)加強先前提到關係
It was also found that personality traits such as
conscientiousness, emotional stability, and
agreeableness strengthen the previously
mentioned relationship.
特別是，與人協調能力較低員工在組織感受支持
與人際偏差之間有較強的關係。
In particular, employees with low agreeableness
had a stronger relationship between perceived
organizational support and interpersonal
deviance.
發現員工情緒穩定性低或自覺性低，被發現在組
織偏差行為和對環境發展的觀念之間有強烈的關
係（ Colbert et al., 2004 ）。關於組織公民
行為（OCB）是什麼？
Employees low in emotional stability or
conscientiousness were found to have a stronger
relationship between organizational deviance and
perceptions of the developmental environment
(Colbert et al., 2004). What about organizational
citizen behavior (OCB)?
謝
謝
各
位
聆
聽
~~~報告完畢~~~