「適配」是近年來組織行為學非常熱門的議題，在一個高度適配的工作環境中是否能減少員工發生職場偏差行為呢？本研究的目的在於探討個人與群體適配與職場偏差行為之間的關係，並且試圖了解透過過度適任的中介及組織正義的調節是否影響兩者間的關係。
本研究採用問卷調查法，並採取兩階段進行問卷的回收，兩次問卷發放時點間隔半個月，以國內各企業內部員工作為研究對象蒐集資料，兩階段問卷回收後經受試者於2份問卷中所提供之手機末4碼比對成功視為一份完整問卷，總計有效問卷為157份，階層迴歸分析結果顯示：(1)個人與群體適配與過度適任之間具有負向關係。(2)過度適任與人際偏差行為之間具有正向關係。(3)過度適任在個人與群體適配與人際偏差行為之間關係具有完全中介效果。(4)分配正義在過度適任與人際偏差行為之間關係具有調節效果。(5)程序正義及分配正義分別會調節個人與群體適配透過過度適任影響人際偏差行的中介效果。

"FIT" is a very hot topic in organizational behavior in recent years. Can it reduce employee deviation behavior in a highly concentrated fit working environment? This study aims to examine the correlational relationship between person-group fit and workplace deviance behavior, and try to understand whether the regulation of overqualification and organizational justice affects the relationship between the two.
This study adopts the volume survey method and use two-stage questionnaire. The two questionnaires are distributed bi-monthly. Domestic enterprise employees’ data are used as research objects. The two surveys are collected and then combined using the last four mobile phone digits to form a total of 157 complete questionnaire.
Please see below results from the hierarchical regression analysis of the questionnaire:(1) Negative correlation between person-group fit and overqualification. (2) Positive correlation between overqualification and workplace deviance behavior. (3) Overqualification has a complete mediating effect on the relationship between person-group fit and interpersonal deviation behavior.(4) Distributive justice has a regulating effect on the relationship between overqualification and interpersonal deviation behavior.(5) Procedural justice and distributive justice both can regulate the intermediary effects of person-group fit through overqualification affecting interpersonal deviance.

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