本研究以兩個子研究分析忠誠行為與團體動能之間的關聯性。研究一以實 驗室情境模擬法進行，樣本為六十名大學生，透過一系列的投資遊戲，來分析 團體對忠誠行為與非忠誠行為之反應。研究一發現團員展現忠誠行為時會收到 較正面的評價，展現非忠誠行為時則收到較負面的評價；若是高關鍵性團員展 現非忠誠行為時（關鍵性是以團員對團體的重要性而定），則會收到最負面的 評價，而且此非忠誠行為會影響團體整體表現。但低關鍵性團員展現非忠誠行 為時，對團體整體表現的影響則不大。研究二以另外六十名大學生為樣本，研 究設計同於研究一，進一步分析忠誠行為與成員感受的關聯。研究二發現，相 較於低關鍵性團員，高關鍵性團員在展現非忠誠行為時，會激起其他團員更多 的反感情緒。團體裡的其它團員，即使是犧牲自己的利益，也要懲罰那些對團 體不忠誠的團員。這些發現指出，非忠誠行為並不是解釋團體動能、團體表現 變差的唯一因素，非忠誠團員本身對團體的關鍵性也必須予以考量。最後，本 文討論這些新發現對團體管理政策之啟發，並對公共和私人部門之管理人員提 出建言。

ABSTRACT This research project aimed to examine group reactions towards acts of loyalty versus disloyalty. Study One revealed that, compared to their counterparts, members with loyal behavior received more positive evaluations from the group. Critical members with disloyal behaviors received the worst evaluations and generated negative impact on group performance, in which criticality was defined as individual significance towards their own group. Yet, non-critical members with disloyal behaviors did not generate any salient impact on group performance. Study Two indicated that critical members with disloyal behavior provoked more negative emotions than non-critical members with disloyal behavior. General group members were keen to punish the disloyal members, even sacrificing their own interests. This research suggested that disloyal behavior may not be the sole factor accounting for deteriorated group dynamics and performance, because the degree criticality of disloyal membersis also of importance. Implication of the findings and their contribution to the theoretical framework of group management are evaluated. Suggestions for group leaders, personnel officers, and managerial practitioners are discussed accordingly.