在職場中，組織的政策是否能完整傳遞，除了公開透明的溝通流程之外，更需仰賴員工對於訊息的理解程度。當員工對主管信任程度不一時，可能因此影響資訊的傳遞與理解，進而演變成阻礙組織營運的問題。然而過去的研究較少有對於員工個人心理認知如何影響主管信任及資訊扭曲的實證資料，本研究以員工認知角度切入，探討主管信任對資訊扭曲行為的影響，並分析利他傾向及負面思考對此關係的調節效果。研究採用問卷調查法，收集了336名在職員工的問卷，並通過階層迴歸分析檢驗假設。研究結果顯示，員工對主管的信任程度與其資訊扭曲行為有負向關係；利他傾向未顯著調節主管信任與資訊扭曲之間的關係；負面思考則可部分調節主管信任與資訊扭曲之間的關係。最後本研究依據研究結果提出討論，並整理實務管理意涵及研究限制供組織管理者及後續研究者參考。

In the workplace, the complete transmission of organizational policies relies not only on open and transparent communication processes but also on employees' understanding of the information. When employees have varying levels of trust in their supervisors, this can impact the transmission and comprehension of information, potentially leading to issues that hinder organizational operations. However, previous research has rarely provided empirical data on how employees' individual psychological cognition affects supervisor trust and information distortion. This study approaches from the perspective of employees' cognition to investigate the impact of supervisor trust on information distortion behavior and analyze the moderating effects of Other-interest and Assuming the Worst on this relationship. The study employed a questionnaire survey method, collecting responses from 336 employees, and tested the hypotheses through hierarchical regression analysis. The results show that there is a negative relationship between employees' trust in their supervisors and their information distortion behavior; Other-interest did not significantly moderate the relationship between supervisor trust and information distortion; Assuming the Worst partially moderated the relationship between supervisor trust and information distortion. Finally, based on the results, this study provides discussions and outlines practical managerial implications and research limitations for organizational managers and future researchers.

目錄
論文審定書...........................................................i
摘要................................................................ii
Abstract............................................................iii
目錄................................................................iv
圖目錄..............................................................vi
表目錄..............................................................vi
第一章 緒論.........................................................1
第二章 文獻探討與假設...............................................5
第一節 主管信任.................................................5
第二節 資訊扭曲.................................................9
第三節 利他傾向................................................12
第四節 負面思考 ...............................................15
第三章 研究方法....................................................18
第一節 研究架構................................................18
第二節 研究對象與施測程序......................................20
第三節 研究工具與測量方法......................................21
第四節 資料分析策略............................................26
第五節 共同方法變異事前預防與檢驗..............................27
第四章 研究結果....................................................29
第一節 變數間之描述性統計與相關係數分析........................29
第二節 人口變數及各變項差異比較................................34
第三節 驗證性因素分析..........................................36
第四節 假設檢定. ..............................................38
第五節 驗證結果. ..............................................41
第五章 結論與建議..................................................43
第一節 研究結論................................................43
第二節 管理意涵................................................45
第三節 研究限制與未來研究建議..................................48
參考文獻............................................................50
附錄：問卷..........................................................55

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