本研究以組織去人性化為主軸，研討其對於組織自尊所產生之負面影響，並加 入內控人格特質作為調節變項，觀察賦有內控人格特質之員工在遭受組織去人性化 對待後，其最終行為是否受到內控人格特質調節，預設結果有二，其一為正向結 果，員工情感性承諾增加，使員工反求諸己，奮而為組織效力，抑或是走向負向結 果，使員工產生離職意圖，轉而離開組織。過往組織去人性化相關文獻雖已證實， 組織去人性化確實對組織自尊造成不良影響，而影響要素，以及後續不好的影響與 員工之情感型承諾之關聯尚待釐清。本論文以自我一致性理論為根基，檢驗組織去 人性化、組織自尊與員工情感性承諾之間的相互關聯，並探討內控人格特質於上述 結構中的調節作用，其作用效果將導向員工離職意圖抑或是增強員工情感性承諾。 此研究數據主要來源為國內金融服務業，共計 251 份有效問卷。 結果顯示，內控人 格特質在員工組織自尊與員工情感性承諾之間為正向關係，表明相較於低內控人格 特質之員工，具有高內控人格特質的員工在遭受組織去人性化所產生之負面效果及 員工情感性承諾當中具有較強之調節效果，因此較不易產生離職意圖。此外，結果 亦顯示，高內控人格特質員工即使在遭受組織去人性化之情況下，亦能保持其組織 自尊，為展現對於組織之自身價值，進而提升個人績效，此舉對於組織不僅可防止 員工流失，乃企業在達成目標過程中最關鍵之員工自發性。最後，結論針對組織去 人性化對於員工及組織之影響，以及深入洞察內控人格特質從何影響員工工作態 度，為將來研究方向提出相關建議。

This study mainly focused on organizational dehumanization (OD), exploring its negative impact on organization-based self-esteem (OBSE), and added internal locus of control (ILC) traits as moderating role to observe whether the employees’ comportments with ILC would be changed after undergoing organizational dehumanization. There are two presupposed results, the positive result where employees' affective commitment increases, causing employees to improve themselves to serve the organization, and the negative one increases employees’ turnover intentions. Although earlier research on OD has delivered that OD negatively influenced on OBSE, the elements of how it impacts on individuals’ OBSE and the correlation of the negative impact and individuals’ affective commitment have yet to be clarified. This study is based on self-consistency theory to examine the correlation among OD, OBSE as well as employees’ affective commitment (AC), and explore its moderating role of internal locus of control (ILC) within the above-mentioned structures. Our data collection was retrieved from 251 incumbents in the domestic financial services industry. The findings demonstrates that higher ILC buffers the negative effects caused by OD on employees’ OBSE. Finally, our study was concluded with relevant suggestions for the direction of future research regarding the influence of OD on personnels and organizations, as well as in-depth insights into how organizational dehumanization affects employees' work attitude.

論文審定書 .....................................................................i
中文摘要 ....................................................................... ii
English Abstract............................................................ iii
Table of Contents...........................................................iv
List of Figures.................................................................vi
List of Tables ................................................................ vii
1. Introduction................................................................1
2. Literature Review and Hypotheses ...........................5
2.1 Organizational Dehumanization .............................5
2.2 Self-consistency Theory...........................................6
2.3 Organizational Dehumanization and Organization Based Self Esteem .........................................................7
2.4 OBSE as A Mediator Between Organizational Dehumanization and Affective Commitment ...............9
2.5 OBSE as A Mediator Between Organizational Dehumanization and Turnover Intentions ..................10
2.6 The Moderating Role of Internal Locus of Control...........................................................................11
2.7 Moderated Mediation Model ..................................13
3. Method.......................................................................16
3.1 Sample and procedure ...........................................16
3.2 Measures..................................................................17
3.2.1 Organizational Dehumanization......................... 17
3.2.2 Organization Based Self Esteem..........................18
3.2.3 Internal Locus of Control..................................... 18
3.2.4 Affective Commitment .........................................18
3.2.5 Turnover Intentions ............................................. 19
4. Results ....................................................................... 20
4.1 Construct Validity ....................................................20
4.2 Descriptive statistics ...............................................21
4.3 Mediating effect analysis.........................................22
4.4 Moderating effect analysis......................................23
4.5 Moderated mediation model analysis....................24
5. Discussion..................................................................28
5.1 Theoretical Implication ..........................................29
5.2 Practical Implication................................................30
5.3 Limitations and future research .............................31
6. References .................................................................33

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