本研究問題擬針對心理賦能各構面對職場偏差行為各構面之獨立影響效果加以探討。再者，以信任為中介變項，釐清自變項心理賦能與依變項職場偏差行為間的關係。
在問卷的部份分為兩個部份，第一部份問卷為心理賦能與信任合併之問卷，隨機抽取一名銀行職員進行填答；第二部份問卷為職場偏差行為之問卷，由銀行職員之同事或直屬上司進行填答。本研究共發出400套問卷，第一、第二部份問卷回收有效樣本共302套，有效回收率為75.5%。回收後問卷經由敘述性統計分析、驗證性因素分析、信度分析、相關分析、共線性分析、線性結構關係分析。
根據研究結果，我們獲得以下的發現：(1)意義(meaning)、能力(competence)與影響(impact)與人際偏差行為(interpersonal deviance)呈負向關係，(2)意義、能力、自我決策與組織偏差行為(organizational deviance)呈負向關係，(3)在中介效果方面，情感型信任與認知型信任在意義、能力、自我決策、影響與組織偏差行為間具有中介效果。
This study intends to explore how the dimensions of psychological empowerment influence the dimensions of workplace deviance behavior. Then, we take trust as an intervening variable to observe the relationship between empowerment and workplace deviance behavior.
The survey contained two parts. The first part was about psychological empowerment and trust, which was selected a team member randomly to fill out his answers. The second part was about workplace deviance behavior, which was filled out by other members or superiors. A total of 400 questionnaires were retrieved and 302 sets effective questionnaires were received, the effective returns-ratio is 75.5%. The survey was analyzed with several relevant statistical methods.
Based on the empirical results, we obtained the research findings as follows: (1) meaning, competence and impact are significantly and negative related to the interpersonal deviance behavior, (2) meaning, competence and self-determination are significantly and negative related to the organizational deviance behavior, and (3) in the intermediary effect aspect, the trust has intermediary effect between psychological empowerment and organizational deviance behavior.
