本研究不只是將知覺屈就視為自我膨脹心理，並以自我概念為理論基礎，透過自我增強動機解釋知覺屈就與後果變數之間的關聯。本研究凸顯哪些自我動機會影響知覺屈就(what)，知覺屈就如何影響工作態度(how)，在何種條件下其負面後果會被減弱(when)，解釋動機、認知偏誤及態度三者之間的關係，處理知覺屈就與後果變數之間不一致的問題。研究樣本來自電話客服中心服務員(n=289)，問卷資料是透過二階段方式取得。研究結果顯示，知覺屈就與情感性承諾負向關聯與離職意圖正向關聯，其負面的後果也會受到外部回饋調節而減弱，也會中介於內外在動機，同時也驗證了條件式的中介效果，最後討論這些結果。

This study is different from the perceived overqualification as to self-inflated of psychology, but by self-concept as the core of the theory, through self-enhancement motivation to explain the association between perception and attitude. This study highlights what self-motivation will affect the perception of compliance (what), and perceived flexion is how to influence working attitude (how), so to explain the relationship between motivation, cognitive-bias and the attitude of the three, and deal with the problem of discordance between perception and attitude to work. The research sample from a single Telecom call center staff. The study presents the perception and attitude to work and turnover intention the direct effect and regulation effect, finally discuss these results.

論文審定書........................................................................................................................ i
誌謝................................................................................................................................... ii
中文摘要........................................................................................................................... iii
英文摘要........................................................................................................................... iv
第一章 緒論 ...................................................................................................................... 1
第一節 研究背景及研究缺口............................................................................................ 1
第二節 研究目的及預期貢獻............................................................................................ 2
第三節 理論模型及假設前提............................................................................................ 4
第二章 理論基礎及假設 ................................................................................................... 7
第一節 知覺屈就與相關的意涵 ........................................................................................ 7
第二節 自我的相關理論.................................................................................................. 13
第三節 知覺屈就的自我概念理論................................................................................... 21
第四節 雙程序機制.......................................................................................................... 33
第五節 研究假設推導...................................................................................................... 41
第三章 研究方法與資料分析策略................................................................................... 52
第一節 樣本與程序.......................................................................................................... 52
第二節 測量工具.............................................................................................................. 53
第三節 分析策略...............................................................................................................55
第四節 研究假設的驗證方式........................................................................................... 56
第四章 分析及結果討論.................................................................................................. 60
第一節 驗證性因素分析.................................................................................................. 60
第二節 描述性統計及相關係數分析............................................................................... 61
第三節 驗證研究假設...................................................................................................... 62
第四節 研究發現及結果討論.......................................................................................... 74
第五章 結論及建議..........................................................................................................77
第一節 理論意涵............................................................................................................. 77
第二節 實務意涵............................................................................................................. 82
第三節 研究限制及建議................................................................................................. 83
參考文獻......................................................................................................................... 85
附錄
附錄一 知覺屈就與相關變數的研究結果......................................................................102
附錄二 問卷....................................................................................................................106
 
表次
表2-1 自我的二種類別..................................................................................................... 16
表2-2 自我的四種譬喻..................................................................................................... 19
表2-3 雙程序及雙系統..................................................................................................... 34
表4-1 模式適配................................................................................................................ 61
表4-2 敘述性統計及相關係數......................................................................................... 62
表4-3 組織承諾的交互效果及中介效果的驗證結果....................................................... 66
表4-4 自我肯定條件下的間接效果(一)........................................................................... 67
表4-5 自我肯定條件下的間接效果(二)........................................................................... 67
表4-6 離職意圖的交互效果及中介效果的驗證結果....................................................... 68
表4-7 知覺績效管理×知覺就業機會對離職的預測......................................................... 69
表4-8 外部回饋條件下的間接效果分析(一).................................................................... 69
表4-9 外部回饋條件下的間接效果分析(二).................................................................... 69

圖次
圖1-1 知覺、動機及態度的架構........................................................................................ 6
圖2-1 人-工作配適.............................................................................................................. 9
圖2-2 研究架構................................................................................................................. 50
圖2-3 自我肯定的假設模型（一）................................................................................... 51
圖2-4 外部回饋的假設模型（二）................................................................................... 51
圖3-1 PROCESS for SPSS Model 02概念圖.................................................................... 56
圖3-2 PROCESS for SPSS Model 03概念圖.................................................................... 57
圖3-3 PROCESS for SPSS Model 04概念圖.................................................................... 57
圖3-4 PROCESS for SPSS Model 07概念圖.................................................................... 58
圖3-5 PROCESS for SPSS Model 12概念圖.................................................................... 58
圖3-6 PROCESS for SPSS Model 10概念圖.................................................................... 59
圖4-1 驗證性因素分析...................................................................................................... 60
圖4-2 家庭重心與自我效能調節效果............................................................................... 67
圖4-3 內在動機的中介效果.............................................................................................. 67
圖4-4 情感性承諾的條件式中介效果............................................................................... 68
圖4-5 績效管理制度與就業機會調節效果....................................................................... 69
圖4-6 薪資滿意的中介效果.............................................................................................. 70
圖4-7 離職意圖的條件式中介效果................................................................................... 70
圖4-8 績效管理×就業機會對情感性承諾的調節效果...................................................... 71
圖4-9 自我效能對情感性承諾的調節效果....................................................................... 71
圖4-10 績效管理制度對薪資滿意的調節效果................................................................. 71
圖4-11 自我效能對薪資滿意的調節效果......................................................................... 71
圖4-12 績效管理×就業機會對薪資滿意的調節效果........................................................ 71
圖4-13 自我效能對內在動機的調節效果......................................................................... 71
圖4-14 比較理論模型及替代模型的中介效果................................................................. 72
圖4-15 比較離職意圖的理論模型及替代模型的條件式中介效果.................................. 73
圖4-16 比較情感承諾的理論模型及替代模型的條件式中介效果.................................. 74

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