職場排擠就像是職場上的冷暴力，頻繁的發生在現今的工作組織中，成為員工的職場壓力源之一。過往研究證實了職場排擠會造成諸多對個人或組織的負面影響，像是情緒衰竭、員工離職率提高或工作績效下降等，但針對員工在組織中的偏差行為因果認知甚少，故本研究基於「壓力與情緒的反生產力行為模型」的觀點切入，建構一個情緒模型理論用以探討職場排擠是否可透過負向情緒的中介效果進而影響員工的人際偏差行為，同時檢視復原力是否會調節上述之間的關係。本研究以台灣金融相關產業的全職員工為此次的研究對象，共回收287筆有效配對資料。研究結果顯示，職場排擠會透過負向情緒間接導致人際偏差行為效果，惟出乎預期的是，復原力的調節效果並未獲得支持。最後，本次研究根據分析結論提出管理的實務意涵，同時提出未來研究的改善建議。

Workplace exclusion, also known as workplace ostracism, is a form of covert aggression that frequently occurs in modern work organizations and serves as a source of stress for employees. Previous research has confirmed the numerous negative impacts of workplace exclusion on individuals and organizations, such as emotional exhaustion, increased employee turnover, and decreased job performance. However, there is limited understanding of the causal cognition behind employees' deviant behaviors within organizations. Therefore, this study adopts the perspective of the "counterproductive behavior model of stress and emotions" and constructs an emotion-based theoretical model to investigate whether workplace exclusion affects employees' interpersonal deviant behavior through the mediating effect of negative emotions. Additionally, the study examines whether resilience moderates the relationship between these factors. This study focuses on full-time employees in the financial industry in Taiwan and collects a total of 287 valid paired data. The results indicate that workplace exclusion has an indirect impact on interpersonal deviant behavior through negative emotions. However, contrary to expectations, the moderating effect of resilience is not supported. Finally, based on the research findings, this study provides practical implications for management and suggests improvement recommendations for future research directions.

審定書 i
摘要 ii
Abstract iii
目次 iv
圖次 vi
表次 vii
第壹章 緒論 1
第貳章 文獻探討與假設 4
第一節 職場排擠 4
第二節 壓力源與情緒的反生產力行為模型 5
第三節 職場排擠與負向情緒 6
第四節 負向情緒與人際偏差行為 7
第五節 負向情緒之中介效果 8
第六節 復原力 10
第七節 復原力之調節效果 12
第參章 研究方法 15
第一節 研究架構 15
第二節 研究樣本與施測程序 15
第三節 研究量表 16
第四節 分析方法 17
第肆章 研究結果 19
第一節 驗證性因素分析 19
第二節 相關分析 20
第三節 假設檢定 20
第伍章 結論 23
第一節 理論意涵 23
第二節 管理實務意涵 25
第三節 研究限制與未來研究建議 26
參考文獻 27

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