本研究以個人-環境適配理論為基礎，探討個人-工作適配的前因及後果。以馬基維利主義、精神病態及自戀等暗黑三人格特質做為前因變數，創新行為做為後果變數，並進一步探討成員交換關係的干擾效果。
本研究為個人層次研究，樣本來源為某台灣石化公司之員工，問卷採二階段發放，最終回收之有效樣本共計236份問卷。分析上先採用AMOS軟體進行驗證性因素分析(CFA)，藉以檢測整體模型之適配度，然後利用IBM SPSS Statistics 21.0軟體進行信度分析、敘述性統計分析、各變數相關性分析及層級迴歸分析。
統計分析結果顯示，本研究架構之整體模型適配度良好，同時，大多數假說獲得支持，亦即：1.自戀與個人-工作適配呈正相關。2.精神病態與個人-工作適配呈負相關。3.個人-工作適配與創新行為呈正相關。4.個人-工作適配在自戀及精神病態人格與創新行為之間具有中介效果。5.領導者與成員交換關係在暗黑三人格與個人-工作適配之間不具有調節效果。
本研究最後提供理論意涵、研究限制及對未來研究之建議做為參考，並對實務界提出管理建議如下：管理者選才時可選擇自戀特質明顯者，藉由提升個人-工作適配度，使其表現出更多創新行為；同時也應避免招聘精神病態及馬基維利特質高的應聘者。再者，建議管理者不用放太多心力與具有暗黑三人格的員工建立交換關係，而應該想其他方法來提升他們的個人-工作適配度。

This research explores the antecedents and consequences of person-job fit based on personal-environmental fit theory. Taking Dark Triad (Machiavellianism, psychopathy, and narcissism) as an antecedent variable, innovative behavior as a consequence variable, and further explore the moderating effects of member exchange relationships.
This research is an individual-level research. The sample source is from employees of a petrochemical company in Taiwan. The questionnaires are distributed in two stages. The final valid sample collected is 236 questionnaires. In the analysis, AMOS software is used for confirmatory factor analysis (CFA) to detect the fit of the overall model, and then IBM SPSS Statistics 21.0 software is used for reliability analysis, narrative statistical analysis, correlation analysis of various variables, and hierarchical regression analysis .
The statistical analysis results show that the overall model of the research framework has a good fit. At the same time, most of the hypotheses are supported, namely: 1. Narcissism is positively correlated with person-job fit. 2. Psychopathy is negatively correlated with person-job fit. 3. Person-job fit is positively correlated with innovative behavior. 4. Person-job fit has a mediating effect between narcissism and psychopathy and innovative behavior. 5. Leader and the member exchange relationship does not have a moderating effect between the dark triad and the person-job fit.
At the end of this study, the theoretical implications, research limitations, and suggestions for future research are provided as references, and the management recommendations for the practical community are as follows: When selecting talents, managers can choose those with obvious narcissistic traits, and by improving person-job fit, they can show more innovative behaviors. At the same time, we should avoid recruiting candidates who with high psychopathy and Machiavellianism characteristics. Furthermore, it is recommended that managers do not need to put too much effort into establishing exchange relationships with employees with dark triads, but should think of other ways to improve their person-job fit.

論文審定書 i
誌 謝 ii
摘 要 iii
Abstract iv
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討 5
第一節 個人與環境適配理論 5
第二節 變數介紹 7
第三節 假說推導 17
第三章 研究設計 21
第一節 研究架構與假說彙整 21
第二節 研究樣本 24
第三節 變數操作型定義與衡量方式 27
第四節 統計分析方法 34
第四章 資料分析與結果 36
第一節 模型的檢測 36
第二節 相關分析 38
第三節 層級迴歸分析與假說檢定 40
第五章 結論與建議 52
第一節 研究結果討論 53
第二節 研究意涵 56
第三節 研究限制與未來研究建議 60
參考文獻 62

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