從過去到現今的組織社會中，員工職場偏差行為的問題似乎都一直在組織中普遍存在著。過去國內外在探討職場偏差行為的前因變項時，發現負向情感特質是職場偏差行為的影響變項之一，但卻較少著墨在此兩者之間的中介及調節因子。有鑑於此，本研究以知覺不當督導作為中介變項，並以主管的自戀型人格特質作為調節變項，試圖對此研究缺口提出貢獻。本研究採用問卷調查法，以國內企業的初階主管和員工進行配對作為研究對象，總計回收有效問卷的組數為79組，共296份問卷（包含79份主管問卷，217份員工問卷），問卷有效回收率為74%。本研究以階層迴歸分析檢驗，研究結果顯示：知覺不當督導在員工的負向情感特質與職場偏差行為之間具有完全中介效果。本研究也依據研究結果進行討論，分別提出研究理論與實務意涵。

The problems of workplace deviance behavior seem to have been widespread in the organization to date. And the antecedent variables of workplace deviance behavior have been investigated in recent years, and we found negative affectivity is one of the variables affecting the workplace deviance behavior. However, there have research gaps between the two variables. Therefore, this study used the perceived abusive supervision as a mediator, and the narcissism of supervisor as a moderator to make some contribution. Analysis of survey data from the total groups is 79, and there have 79 supervisors and 296 employees of various companies in Taiwan, and received 74% effective responses. In this study, we used hierarchical regression analysis, and the results showed that perceived abusive supervision between negative affectivity and workplace deviance behavior has fully mediated effects.

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