本研究探討組織犬儒主義與員工工作結果間的關係，嘗試提出負向認同的詮釋架構，來說明組織犬儒主義的心理作用機制。本研究蒐集214 位受試者與其直接主管的資料，研究結果發現組織犬儒主義經由負向認同來影響員工的認知（持續性承諾與組織信任）、情感（情緒耗竭與工作滿意）及行為（職場偏差行為）反應，說明負向認同在組織犬儒主義與員工工作結果間所扮演的中介角色。本研究根據研究結果進行深度的討論，並說明其在未來研究與管理上的意涵。This research investigated the relationship between organizational cynicism, organizational disidentification and employee outcomes ( continuance commitment, trust, emotion exhaustion, job satisfaction, workplace deviance behavior). It was predicted that organizational cynicism is positively related to organizational disidentification of the employees and this, in turn, results in poor job outcomes. Data were collected from 214 employees and their supervisors. Results revealed organizational disidentification had mediating effects on the employee outcomes. That is, organizational disidentification fully mediated the relationship between organizational cynicism and employee outcomes. Finally, the implications of this study for future empirical research and limitations are discussed.