本研究透過實地訪談三十五位人員來了解員工對於工作不開心但仍持續工作的原因，並透過退出、聲音、忠誠理論來進行員工對工作現況不開心的回應探討。從受訪過程發現，過去研究所發現的沉默與虛偽行為不足以詮釋員工對工作現況不開心時所會產生的回應方式。本次研究發現員工對於工作現況不開心的虛偽回應真正的最終結果應該是虛偽忠誠，而不僅止於過去研究所發現的沉默與虛偽行為，虛偽忠誠的發展是在沉默或虛偽行為回應失敗後，產生加強虛偽行為的發生率或產生虛偽累積的情況時，仍未被滿足或回應時的結果，當加入虛偽忠誠現象將可完整詮釋員工不開心但仍持續工作的原因。研究結果發現虛偽忠誠的回應以不執行、假裝上班、更想休假、找時間偷懶、虛晃一招的方式呈現，對企業與員工造成雙輸的結局。

This study interviewed 35 people in the field to understand the reasons why employees are unhappy with their jobs but continue to work, and through exit, voice, loyalty theory to discuss employees' unhappy responses to the current situation. From the interview process, it was found that the silence and hypocrisy found by the institute in the past were not sufficient to explain the way employees respond when they are unhappy with the state of their jobs. This study found that the real end result of the false response of employees to the current state of work unhappy should be feigned loyalty, and not only stop at the past research institute found that silence and hypocrisy, the development of feigned loyalty is in silence or hypocrisy after the failure to respond to the failure, resulting in the occurrence of enhanced hypocrisy or the accumulation of hypocrisy, still not satisfied or the result of the response, when the phenomenon of feigned loyalty will be a complete interpretation of the reasons for employees unhappy but still continue to work. The results found that hypocritical and loyal responses were presented in a way that did not perform, pretended to go to work, wanted to take more time off, found time to be lazy, and slobbed, resulting in a double-loss outcome for businesses and employees.

論文審定書 …………………………………………………………………………i
誌謝 …………………………………………………………………………………ii
摘要 …………………………………………………………………………………iii
Abstract ……………………………………………………………………………iv
圖次 …………………………………………………………………………………vii
第一章 緒論…………………………………………………………………………1
　第一節 研究背景…………………………………………………………………1
　第二節 研究發現…………………………………………………………………2
第二章 文獻探討……………………………………………………………………4
第一節 退出，然後呢？…………………………………………………………4
第二節 聲音存在其他回應的可能嗎？…………………………………………6
第三節 由忠誠走向聲音或退出或始終忠誠？…………………………………9
第三章 研究設計與實施 …………………………………………………………13
　第一節 訪談產業與人員選擇 …………………………………………………13
　第二節 研究架構 ………………………………………………………………14
　第三節 研究方法 ………………………………………………………………15
第四章 研究發現 …………………………………………………………………20
　第一節 工作認知對回應路徑影響 ……………………………………………20
　第二節 退出、聲音、忠誠的選擇 ……………………………………………24
第三節 虛偽忠誠 ………………………………………………………………33
第五章 結論與討論 ………………………………………………………………47
　第一節 研究討論 ………………………………………………………………47
第二節 研究限制 ………………………………………………………………49
第三節 研究結論 ………………………………………………………………50
參考文獻 ……………………………………………………………………………51

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