近來有關領導的研究開始著重於部分領導者的一些不當行為。當員工知覺遭受到主管的不當行為對待時，便會展現出反抗行為以回應其個人尊嚴。本研究以華人的傳統性及謹慎型人格特質作為不當主管對待與員工行為（包含有組織公民行為及偏差行為）關係間的調節變項。研究樣本1103份源自國軍人員，研究結果顯示，高傳統性或高謹慎型人格特質的員工會弱化大部分不當主管對待與員工行為間（不包含組織面的組織公民行為）的正負向關係；此研究結果說明：遭受不當主管對待的員工會降低其從事組織公民行為的意願，而謹慎型特質較高的員工雖遭受到不當主管對待，但因其認為人際面的組織公民行為乃工作中所需，故具有調節效果存在；此外，不當主管對待雖會造成偏差行為產生，但員工的特質不同其回應方式亦有所差異。本研究結果將有助於瞭解不當主管對待會對不同特質的員工造成何種行為影響及差異，提供實務界有效的管理建議。

In this article, we examine the moderating effect of personality traits (conscientiousness) and traditionality on the relationship between abusive supervision and employee behaviors (include OCBI, OCBO, and deviant behavior). The association was explored among a participant group of 1,103 army members, and analysis used the SPSS statistical software package. As predicted, we found that the relationship between abusive supervision and employees' behaviors (not include OCBO) was weakness among employees who were lower in conscientiousness or traditionality than among employees who were higher in conscientiousness or traditionality. The most significant implication of our study is that abusive supervision does not affect all employees in the same way. Personality traits influence employees' behavior across a variety of organizations and occupational groups. Among the limitations of this research is the reliance on a single source for all measurement; that is, method variance cannot be ruled out as a possible explanation for the relationship. Implications for future research and management are discussed.