研究背景：本研究認為反生產力工作行為係由人格特質所影響，例如：性格特
質和自我尊榮，而性格特徵和反生產力工作行為的關係是由組織正義和組織公民行
為調節變項所影響。研究目的：本研究從不同的觀點來檢視人格特質和反生產力工
作行為的關係，以及組織正義和組織公民行為的潛在調節效果，本文旨在探求人格
特質與反生產力工作行為之間的關聯性，並觀察組織正義與組織公民行為對此關聯
的影響。研究方法：本研究以台灣中華電信公司員工為樣本，進行匿名式問卷調查
(N = 1102)，並使用結構方程式來驗證模型中的變項間關係。
研究結果：反生產力行為可由不同的人格特質所預測，包含：禮貌性、認真負
責任、經驗開闊度、以及自尊。多元迴歸分析則指出人格特質與反生產力工作行為
之間的關係，會受到二個因素所調節，即：互動型正義和組織公民行為。若將這些
關係套入結構方程式的徑路分析，研究者發現互動型正義具有最強的調節效果，然
後為組織公民行為。研究結論：本研究結果對組織行為的管理有重要的價值，本文
一方面建議人力資源部門強化組織內的公平與正義，以減少反生產力行為的發生；另一方面，本文也建議組織領導者獎勵組織公民行為，以減緩人格特質對反生產力
行為的影響力。

Research background: counterproductive work behaviour has been extensively
discussed recently, as the consequence of these behaviours is pervasive and costly both to
organizations and to employees’ well-being. However, how organisational justice and
organisational citizenship behaviour (OCB) affecting the association between personality
traits and CWB was also investigated. Research objective: using Chunghwa Telecom
employees in Taiwan, the paper aims to investigate the interrelation among personality
characteristics, organizational justice, organizational citizenship behaviour (OCB), and
counterproductive work behaviour (CWB).Research method: data were collected by a
large-scale anonymous questionnaire survey (N = 1102) and the technique of Structural
Equation Modelling was also adopted to examine the efficacy of moderators.
Research findings: findings revealed that CWB was predicted by series of
personality traits, including: conscientiousness, agreeableness, openness to experience,
and self-esteem. Multiple regression analysis discovered that the CWB-traits association
was moderated by: interactional justice, and OCB. Specifically, path analysis of the
structural equation modeling indicated that interactional justice had the strongest
moderating effect, followed by OCB. Research conclusion: based on these empirical findings, advices to the organisational management and personnel practitioners are
offered: i). the occurrence of CWB will be reduced by the implementation of policies and
mechanisms of organisational justice enhancement; ii). the prevalence of OCB
atmosphere at work will also help alleviate the impact of personality characteristics on
CWB.