心理特權是一種膨脹的心理態度，認為自己應該獲得比他人更多的權利，會進而產生負面的後果。過去研究已證實員工的角色外行為會導致心理特權，然而，鮮少研究探討知覺主管依賴可能會造成員工心理特權的態度。本研究以道德許可理論的觀點為基礎，提出當員工知覺主管依賴時，會產生心理特權的態度，並以人格特質的視角探討自戀性格對心理特權的影響。 本研究採用時間延滯經驗抽樣法，以120位現役國軍為樣本，透過社群通訊軟體發放電子問卷，進行連續10個工作日的資料蒐集，共計回收1,200份有效樣本資料，並運用多層次路徑分析與蒙地卡羅法進行研究假設之檢驗。研究結果顯示個體知覺主管依賴會經由心理特權影響職場偏差行為，相較於低自戀性格，當員工具有高自戀性格時，會強化前述中介效果。最後，本研究討論研究貢獻與限制，並提供學術理論意涵與實務建議。

Psychological entitlement is a kind of inflated psychological attitude, which thinks that one should get more than others. Previous studies have shown that subordinates' extra role behavior may lead to psychological entitlement. However, a few studies have explored that subordinates perceived supervisor dependence may produce their psychological entitlement. Based on the moral licensing theory, our study proposes that subordinates perceived supervisor dependence will affect psychological entitlement. With a sample of 120 military employees and 1,200 observations across 10 working days are collected by using time-lagged experience sampling methodology, and we use multilevel path analysis to test hypotheses. Our results indicate that subordinates perceived supervisor dependence indirectly affect workplace deviant behavior through psychological entitlement. Finally, the contributions and limitations of this study are discussed and the recommendations for academic and practical applications are also provided.