本研究從利組織不道德行為的觀點，探討當部屬知覺自己的直屬主管作出利組織不道德行為時，其離職傾向、建言行為、組織公民行為以及沈默行為之間的關係，並進一步探討領導者-成員交換關係，是否會中介而影響主管利組織不道德行為與上述四個依變項之間的關係。為驗證本研究假設結果，本研究使用結構方程模式進行驗證，並使用Sobel檢定進一步檢測領導者-成員交換關係的中介效果。受測樣本來自不同領域的公司組織與公家機關的員工與其直屬主管。經檢測後得結果顯示，主管利組織不道德行為確實會直接影響部屬的離職傾向與沈默行為，且與兩者皆呈顯著的正相關；反而不會直接影響部屬向更上一級主管的建言行為與對主管的組織公民行為。然而，主管的利組織不道德行為卻會透過降低領導者-成員交換關係，進而提升部屬的離職傾向與沈默行為，且會降低部屬向更上一級主管的建言行為與對主管的組織公民行為。故，領導者-成員交換關係與主管利組織不道德行為之間有顯著的負相關，且會進一步影響部屬的離職傾向、建言行為、組織公民行為以及沈默行為。

Our research base on the view of unethical pro-organizational behavior to detect the relationship between subordinate’s turnover intention, voice, organizational citizenship behavior and silence when they face their leader’s unethical pro-organizational behavior. Besides, our study further inspects the relationship between leader’s unethical pro-organizational behavior and leader-member exchange, and whether leader-member exchange mediates the relationship or not between leader’s unethical pro-organizational behavior and subordinate’s turnover intention, voice, organizational citizenship behavior and silence. In order to examine our hypothesis, we use SEM to inspect our research mode and use Sobel test to further inspect the mediation effect. The respondents are from different types of organizations. The result shows leader’s unethical pro-organizational behavior indeed directly influences subordinate’s turnover intention and silence and both of them have a positive relationship with leader’s unethical pro-organizational behavior, however, leader’s unethical pro-organizational behavior is irrelevant to voice and organizational citizenship behavior. Moreover, leader’s unethical pro-organizational behavior further increases subordinate’s turnover intention and silence through reducing leader-member exchange, but in contrast, it decreases subordinate’s voice and organizational citizenship behavior. Therefore, leader-member exchange has a negative significant relationship with leader’s unethical pro-organizational behavior and further affects subordinate’s turnover intention, voice, organizational citizenship behavior and silence.

論文審定書..........................................................................................................................i
中文摘要.............................................................................................................................ii
英文摘要............................................................................................................................iii
第一章、緒論......................................................................................................................1
第二章、文獻探討與假設推導...........................................................................................4
第一節　利組織不道德行為的定義、內涵與構面.............................................................4
第二節　領導者利組織不道德行為的定義、內涵與構面..................................................5
第三節　領導者利組織不道德行為對部屬的影響：以「EVLN」模型為構面探討...........6
第四節　離職傾向...............................................................................................................8
第五節　建言行為.............................................................................................................10
第六節　對主管的組織公民行為.......................................................................................11
第七節　沈默行為..............................................................................................................12
第八節　領導者-成員交換關係所扮演的中介角色............................................................13
第三章、研究方法與工具...................................................................................................16
第一節　研究對象與施測程序............................................................................................16
第二節　研究工具...............................................................................................................17
第三節　資料分析方法.......................................................................................................20
第四章、研究結果與討論....................................................................................................21
第一節　各變數間敘述統計與相關係數.............................................................................21
第二節　驗證性因素分析....................................................................................................21
第三節　假設檢定...............................................................................................................24
第五章、結論與建議............................................................................................................28
第一節　研究發現與討論....................................................................................................28
第二節　管理意涵................................................................................................................29
第三節　未來研究建議.........................................................................................................31
參考文獻................................................................................................................................33
中文參考文獻.........................................................................................................................33
英文參考文獻.........................................................................................................................33
附錄.........................................................................................................................................37

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