A Study of the Influence of Perceived Ethical Climate on Workplace Deviance Behavior-An Empirical Study of A State-Owned Enterprise

• Main Authors: Chih-Han Hsu, 徐志航
• Other Authors: Wen-hai Chih
• Format: Others
• Language: zh-TW
• Published: 2008
• Online Access: http://ndltd.ncl.edu.tw/handle/efdk8h

碩士 === 國立東華大學 === 企業管理學系 === 96 === Recent years, several companies have encountered great losses or bankruptcy due to the misbehavior of employee. Gradually, firms become aware of the negative impact of workplace deviance on organization, and which is worthwhile for analysis and research. Therefore, this research focused on employee deviant behavior and anticipated to reduce the occurrence of workplace deviance. Previous researches found that ethical climate have critical impact on organizational behavior. This study proposes five different types of ethical climate as the independent variables to explore the relationships in both ethical climate and employee deviant behavior, and also proposed three dimensions of job satisfaction as the mediator variable to explore the moderating effect. By way of survey approach, 810 questionnaires were sent out and 344 valid response were received, which accounts for 42.4% of valid rate of return. By hierarchical regression analysis, the result shows: (1). Caring, independent, rules and law and codes climates significantly and negatively influenced organizational deviance, interpersonal deviance and cyberloafing. Instrumental climate significantly and positively influenced organizational deviance and interpersonal deviance but has no significant inflance on cyberloafing. (2). Satisfaction with work itself moderated the relationship between caring, rules, law climate and organizational deviance, and also moderated the relationship between rules, law climate and interpersonal deviance. Satisfaction with co-workers just only moderated the relationship between law climate and organizational deviance.