近年來，不論是企業界或是學術界，都發現員工之自大型應得權益感問題愈來愈普遍，因此也讓學者及企業管理者更加關注此議題。過去的研究大多聚焦於自大型應得權益感員工對企業之不利影響，然而近年有學者指出此類員工亦會對組織有所貢獻。因此，本研究欲探討具有自大型應得權益感特質的員工，對於工作組織之正面影響，以及深入研究引發員工自大型應得權益感之前因。
故本研究之主旨為了解員工進行向下比較後引發自大型應得權益感，進而影響創新行為表現之中介歷程，並且延伸檢視團隊凝聚力對此歷程之調節效果。除此之外，本研究使用問卷調查法獲得研究所需之樣本資料，並且將不同產業的在職工作者作為主要研究對象，以進行正式問卷之發放，最終總計回收了527份有效問卷。而本研究採用統計軟體SPSS 20和Mplus 7作為資料分析之工具，藉此檢驗本研究所提之論點與假設是否成立，以下即為本研究之結果與發現：一、向下比較與創新行為呈負向關係；二、自大型應得權益感會部分中介向下比較與創新行為之負向關係。三、團隊凝聚力會調節自大型應得權益感與創新行為之正向關係。四、團隊凝聚力會調節向下比較引發自大型應得權益感後，進而影響創新行為之部分中介效果。最後，本研究將針對研究之結果提出實務上的建議，以供企業組織與管理者作為參考。

Today, both the business and academic circles have found that the problems of employees' sense of grandiose-based entitlement have become more and more common, which has attracted scholars and business managers to pay more attention to this issue. In the past, most studies have focused on the negative effects of employees who have the sense of grandiose-based entitlement on enterprises. However, in recent years, a few scholars have pointed out that such employees can also contribute to the organization. Therefore, this study intends to explore the positive effects of employees with the sense of grandiose-based entitlement on organizations, and to further study the antecedents of the kind of entitlement.
The purpose of this study is to realize the mediation process of employees' sense of grandiose-based entitlement after they doing downward comparison, which in turn affects their innovation behavior, and to further examine the moderation effect of group cohesion on this process. In addition, this study used the survey techniques to obtain the sample data required for the research, which were mainly collected from employees of different industries. After the questionnaires were distributed, a total of 527 valid questionnaires were recovered. And in this study, SPSS20 and Mplus7 were used as data analysis tools to verify whether the hypothesis of this study was established. The following are the results and findings of this study: (1) The relationship between downward comparison and innovation behavior is negative；(2) Grandiose-based entitlement has a partial mediation effect on the negative relationship between downward comparison and innovation behavior；(3) Group cohesion has a moderation effect on the positive relationship between grandiose-based entitlement and innovation behavior；(4) Group cohesion will moderate the partial mediation effect. At the end, this study gives some practical suggestions based on the analysis results of this study for enterprise organizations and managers.

論文審定書 i
摘 要 ii
Abstract iii
目 錄 v
圖 次 vii
表 次 viii
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 自大型應得權益感 6
第二節 向下比較 8
第三節 創新行為 10
第四節 團隊凝聚力 12
第五節 各變項之關係 13
第三章 研究方法 19
第一節 研究架構 19
第二節 研究假設 20
第三節 研究樣本 20
第四節 研究工具 24
第五節 控制變項 28
第六節 資料分析 29
第七節 共同方法變異之查驗與說明 30
第四章 研究結果 32
第一節 向下比較、自大型應得權益感、創新行為與團隊凝聚力之現況描述 32
第二節 人口變項與主要變項之差異檢定 33
第三節 相關係數分析 40
第四節 部分中介效果 42
第五節 調節效果與調節式中介效果 43
第六節 假設檢驗之彙整 47
第五章 討論與建議 48
第一節 研究發現與討論 48
第二節 實務管理意涵 50
第三節 研究限制及未來研究建議 52
參考資料 54
一、中文部分 54
二、英文部分 55
附錄(問卷) 63

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