本研究動機為觀察到員工在高壓力高獎酬的公司環境中的訊息操弄行為，在日常工作過程中，可能為達到利己的效果，例如責任的規避、減少工作量等原因而產生訊息選擇性傳遞，進而對長官、同事、合作單位等造成訊息的操弄；本研究進一步以動機理論(三向度目標導向)及訊息操弄理論作為此現象的架構，三向度目標導向共分為三個趨向：學習目標導向、表現目標導向、逃避目標導向；並分別以工作壓力、獎酬滿意度為調節因子作為此次參考因素。
　　本研究以電子問卷進行資料蒐集，統一由網路平台作問卷填答，研究對象為我國半導體產業Ａ公司基層員工，包含：技術員、行政人員、工程師等非管理職員工。問卷題項包含：基本資料、三項度目標導向、訊息操弄情境、工作壓力、獎酬滿意度等五個部分；三項度目標導向、工作壓力、獎酬滿意度部分參考相關文獻使用之現有題項，訊息操弄部分參考原有理論之情境結構，再以個案公司的工作情境進行三種情境的題項設計。
　　前測以個案公司台南廠區員工進行便利取樣，共獲得50份有效問卷，將問卷結果進行信效度分析與調整，並進行後測。後測施測對象為新竹廠區、台中廠區、台南廠區員工，結果扣除填答不完整之資料後共計獲得490份有效問卷，經資料轉換後進行信效度分析，並以迴歸分析驗證員工的三向度目標導向與訊息操弄之關聯，以及工作壓力與獎酬滿意度在目標導向與訊息操弄間的調節作用。
　　本研究結果顯示員工的學習目標導向、表現目標導向均與訊息操弄有顯著負相關，逃避目標導向則與訊息操弄無顯著相關性；工作壓力在學習目標導向與訊息操弄中具有調節作用：當員工的工作壓力感知高時，學習目標導向特性高的員工較學習目標導向特性低的員工不認同訊息操弄行為；相關係數表可看出員工的年齡、年資等與訊息操弄呈顯著相關，如文獻所說道德觀與行為模式會與自身經歷累積與年齡增長而有所改變；由統計結果看來個案公司員工的逃避目標導向特質較不顯著，整體施測員工偏向學習目標導向與表現目標導向；最後依照本研究結果，提出相關研究貢獻與管理意涵提供未來研究參考。

The motivation of this study is observed the behavior of employees in the high-stress and high-reward work environment. In the daily work, the selective transmission of in-formation, and the manipulated information could be due to self-interest. This study further uses motivation theory (three-way goal orientation) and message manipulation theory as the framework of this phenomenon, and uses the work pressure and reward satisfaction as moderators as the reference factor. This study is based on non-management employees, such as technicians, administrators, and engineers in semi-conductor industry company A in Taiwan. For exploring the high-reward and high-pressure work environment in the semiconductor industry, the relationship between Goal-Orientation characteristics of employee and information manipulated behavior. The research sample was collected 490 questionnaires from employees of company A. The regression analysis was used to verify goal orientation characteristics and infor-mation manipulation of employees, and whether work stress and reward satisfaction were related to the behavior of information manipulation with regulating effect.

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