人工智慧（Artificial intelligence，縮寫為AI）迅速地發展，其被導入在企業組織內作為工具已是不可避免的趨勢。具體而言，生成式AI之應用範圍已逐漸融入知識型工作者的日常工作中，並對組織效率、生產力、決策過程等方面產生深遠影響。因此，本研究將聚焦於生成式AI（以下簡稱為AI）的相關概念及其影響。然而，儘管AI能為組織帶來顯著效益，其應用仍伴隨潛在之倫理疑慮與風險，不僅可能放大原有之惡意意圖，亦可能促使個體在無意識的情況下做出不道德行為。此現象部分源自於對AI問責缺乏共識與AI技術本身的特性，使得難以透過既有的不道德行為理論加以解釋。因此，探討職場AI不道德行為更具有重要性。此外，若將既有不道德行為理論直接延伸至職場AI情境，將面臨測量工具上的侷限。據此，本研究以行為意圖作為測量指標，透過四個部分，包含三項子研究釐清職場AI不道德行為意圖之構念內涵，並進行量表建構與驗證。首先，本研究採演繹研究取徑之方式，透過義務論、道德有限性以及道德盲點界定職場AI不道德行為意圖之內涵，並釐清其與相似概念之差異。接著，研究一包含預試（N = 27）與正式施測（N = 45），依據理論定義編製題項，建立專家效度與內容效度，以發展初步測量工具。再者，研究二（N = 211）透過探索性與驗證性因素分析、相關分析、信度分析，檢驗該量表之信效度以及構念與向度上的符合與區辨效度。結果顯示，職場AI不道德行為意圖可區分為兩個向度，分別為明知而為之與無知而為之。最後，研究三分析以兩階段問卷調查設計（N = 246）進行再測信度分析，再次以驗證性因素分析區辨職場AI不道德行為意圖的兩個向度，並將道德認定內化、工具型氣候、獨立型氣候、規則型氣候以及AI使用自我揭露作為前因與後果變項建構邏輯關聯網絡，以檢驗研究假設。結果顯示，職場AI不道德行為意圖量表具備良好的再測信度。假設檢驗的部分，道德認定內化與無知而為之有顯著負相關。其次，工具型氣候與明知而為之有顯著正相關；規則型氣候與無知而為之有邊緣顯著負相關。最後，明知而為之與無知而為之皆與AI使用自我揭露呈顯著負相關。綜合四個部分之研究結果，本研究確立了職場AI不道德行為意圖之概念內涵，並建構出具備良好信效度之測量工具。研究成果不僅拓展了AI情境下不道德行為研究之理論基礎，亦為未來相關研究提供新的方向，同時為企業AI治理上提供具體且可操作之實務參考。

Artificial intelligence (AI) has rapidly evolved and become increasingly integrated into organizations. In particular, generative AI is now widely adopted by knowledge workers and has substantially influenced organizational efficiency, productivity, and decision-making processes. Accordingly, the present research focuses on generative AI (hereafter referred to as AI) in workplace contexts. Despite its benefits, AI also introduces ethical concerns and risks, not only amplifying existing malicious intentions but also facilitating unethical behaviors performed unintentionally. Such phenomena stem from ambiguities in AI accountability and the characteristics of AI systems, which are not fully explained by existing theories of unethical behavior. To address this research gap, this study conceptualized AI Unethical Behavior Intentions in the Workplace (AIUBI) and improved the limitation of scale through four stages comprising three sub-studies. First, a deductive approach was employed to define AIUBI by integrating perspectives from deontology, bounded ethicality, and ethical blindness, while distinguishing it from related constructs. Second, a pilot study (N = 27) and a formal study (N = 45) were conducted to establish items, expert validity, and content validity. Third, Study 2 (N = 211) examined the psychometric of the scale through exploratory and confirmatory factor analyses, reliability analyses, convergent and discriminant validity against related constructs. Results supported a two-factor structure consisting of knowingly intention and unknowingly intention. Finally, Study 3 employed a two-stage questionnaire survey method (N = 246) to further validate the test-retest reliability and the factor structure and examine the nomological network of the construct. Moral identity internalization, instrumental climate, independence climate, and rules climate were employed as antecedents, whereas AI Application Self-disclosure was examined as an outcome. The results indicated that AIUBI scale demonstrated good test-rest reliability. Also, moral identity internalization was negatively associated with unknowingly intention. Instrumental climate was positively associated with knowingly intention, whereas rule climate demonstrated a marginally negatively associated with unknowingly intention. In addition, both dimensions of AIUBI were negatively associated with AI Application Self-disclosure. Overall, this study establishes the conceptual of AIUBI, develops a reliable and valid scale, and provides theoretical and managerial implications for AI governance and organizational ethics.

郭馥甄、林玠妤、唐荷婷（2022）。部屬難為：領導者利組織不道德行為與部屬離職傾向、越級建言、主管導向組織公民行為與沉默行為之關係：以領導者－部屬交換關係為調節效果。人力資源管理學報，22(2)，1-27。https://doi.org/10.6147/JHRM.202212_22(2).0001
曾冠霖、游孟欣、蘇姳心、林姿葶（2025, 10月）。職場AI不道德行為與不當行為構念比較分析：回顧與前瞻。 以海報形式發表於2025年第64屆台灣心理學會年會，台南市，台灣。
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