負面領導可能對員工造成心理與行為層面之負面效應，進而損害組織運作，因此持續受到學者研究探討。相較於過去的負向領導理論，剝削型領導者具有「時而友好、時而施壓」的變化性領導特徵，此外，已有研究指出，剝削型領導對反生產工作行為的影響，比備受廣泛討論的不當督導理論更具負面影響。本研究依據壓力源－情緒推論，若員工長期處於遭受領導施壓操弄的情境，將引發負面情緒反應，進而促發負面工作行為。然而，過往研究對剝削型領導和反生產工作行為之中介歷程探討有限，尤其負面情緒在其中所扮演的關鍵角色尚待進一步釐清。因此，本研究欲探討剝削型領導做為壓力源，如何影響員工產生負向情緒－工作疏離感，進而促使生產偏差行為。同時，亦進一步檢驗工作自主性於此過程中是否具備調節緩衝效果，期待能彌補過往研究之不足。研究結果顯示，剝削型領導會透過工作疏離感進而促發生產偏差行為，惟出乎預期的是，工作自主性的調節效果與原先假設相反。最後，本研究針對研究結果討論實務意涵，並對未來研究方向提出建議。

Negative leadership may inflict psychological and behavioral harm on employees, thereby undermining organizational functioning, and has thus remained a significant focus of scholarly inquiry. Compared to traditional negative leadership theories, exploitative leadership is characterized by a fluctuating style, alternating between friendliness and pressure. Moreover, prior research has suggested that exploitative leadership has a stronger negative impact on counterproductive work behavior than the widely studied theory of abusive supervision. Drawing upon the stressor-emotion model, this study proposes that employees who are continuously subjected to manipulative pressure by leaders are likely to develop negative emotional responses, thereby triggering negative work behaviors. However, previous research has offered limited exploration into the mediating mechanisms between exploitative leadership and counterproductive work behavior, particularly regarding the critical role of negative emotions. Accordingly, this study investigates how exploitative leadership, as a stressor, induces negative emotions—specifically work alienation—which in turn leads to production deviance. It also further examines whether job autonomy moderates and buffers this process, aiming to address gaps in the existing literature. The results indicate that exploitative leadership fosters production deviance through the mediation of work alienation. Unexpectedly, however, the moderating effect of job autonomy was opposite to the original hypothesis. Finally, the study discusses practical implications based on the findings and offers suggestions for future research.

論文審定書………………………………………………………………………...… i
誌謝………………………………...………………………………………………… ii
摘要 ………………………………………………………………………………… iii
Abstract ……………………………………………………………………..……… iv
目錄 ………………………………………………………………………………… v
圖次 …………………………………………………………………………………vii
表次 ……………………………………………………………………………….. viii
第壹章 緒論 …………………………………………………………………...…… 1
第貳章 文獻探討 ……………………………………………………………...…… 6
第一節、反生產工作行為的壓力源－情緒模型 …………..………...…… 6
第二節、剝削型領導 …………..……………………………………...…… 8
第三節、工作疏離感 …………..……………………………………...…… 9
第四節、生產偏差行為 …………..………………...............................….. 10
第五節、工作自主性 …………..…………………………………….…… 11
第六節、研究變項之間的關係 …………..………………………….…… 12
第參章 研究方法 …………..………………………………………………...…… 18
第一節、研究架構與假設 …………..………………………..……...…… 18
第二節、研究樣本與施測程序 …………..………………..………...…… 19
第三節、研究工具 …………..…………………………………..…...…… 20
第四節、分析方法 …………..………………………………..……...…… 21
第肆章 研究結果 …………..………………………………………………....……23
第一節、敘述統計 …………..………………………………..………...…… 23
第二節、相關分析 …………..………………...…………………………..… 25
第三節、驗證性因素分析 …………..…………………………..……...…… 26
第四節、假設檢定 …………..…………………………………..……...…… 29
第伍章 結論 …………..……………………………………………………...…… 33
參考文獻 …………..……………….................................................................…… 40

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