近二十年間，許多研究者致力於研究反生產力行為的前項變因，與如何預防，但實務上卻仍難以避免反生產力行為的發生，因此本研究希望聚焦於：當反生產力行為發生後，對於其他同事所產生的影響，故將自變項改為知覺反生產力行為，並藉此探討其與情緒耗竭、離職傾向之關係。另外本研究於後段模型加入代表內在能量的心理資本，與代表外在能量的知覺主管支持作為調節變項，進一步觀察其對於情緒耗竭與離職傾向之調節效果。
本研究以在職人員做為研究對象，使用便利抽樣調查來自不同產業、年齡層、教育背景等受試者，共計回收331份有效問卷。研究結果發現：
一、知覺同事反生產力行為與情緒耗竭呈顯著正向關係。
二、情緒耗竭與離職傾向呈顯著正向關係。
三、情緒耗竭會解釋知覺同事反生產力行為與離職傾向間的正向關係。
四、心理資本與知覺主管支持會正向調節情緒耗竭與離職傾向間的正向關係。
最後，本研究依研究結果提供相關的實務管理意涵與未來研究建議。

The concept of counterproductive work behavior (CWB) has been widely discussed during the past two decades. Most of the studies mainly focused on the antecedents of CWB, committed to providing the prevention. However, it is extremely difficult to avoid CWB in the workplace practically. Therefore, the study put emphasis on the situation when CWB happened, what kind of impact would be made on coworkers. Hence, the study chose perceived counterproductive work behavior as an independent variable to explore its relationships with emotional exhaustion and turnover intention. Besides, the study examined the moderating effects of psychological capital and perceived supervisor support.
The data were collected from office workers in different ages, industries, and education backgrounds in Taiwan, composed of 331 valid responses. According to the results, the study revealed that (1)perceived counterproductive work behavior had a significant positive correlation with emotional exhaustion; (2)emotional exhaustion had a significant positive correlation with turnover intention; (3)emotional exhaustion played a mediating role on the relationship between perceived counterproductive work behavior and turnover intention; (4)psychological capital had a moderating effect on the relationship between emotional exhaustion and turnover intention; and (5)perceived supervisor support had a moderating effect on the relationship between emotional exhaustion and turnover intention.
Based on the findings, the study provided some practical suggestions and future research directions.

論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 vii
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 6
第二章 文獻探討 7
第一節 資源保存理論 7
第二節 知覺同事反生產力行為 8
第三節 情緒耗竭 10
第四節 離職傾向 12
第五節 心理資本 14
第六節 知覺主管支持 17
第三章 研究方法 19
第一節 研究架構與假設 19
第二節 研究樣本 20
第三節 研究工具 22
第四節 共同方法變異的檢驗與事前處理 27
第五節 控制變項 29
第六節 研究程序 31
第七節 資料處理與分析 32
第四章 研究結果 34
第一節 各變項之現況分析 34
第二節 各變項在人口資料上的差異分析 37
第三節 各變項之相關分析 40
第四節 中介模型：知覺同事反生產力行為、情緒耗竭與離職傾向之結構方程式 42
第五節 調節效果：心理資本與知覺主管支持的結構方程式 45
第六節 間接效果的調節作用 49
第五章 討論與建議 52
第一節 結論與討論 52
第二節 管理意涵 55
第三節 研究限制與未來建議 57
參考文獻 59
附件一：問卷調查 67
附件二：各變項在人口資料上的差異分析 71

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