國內外許多學者專家對主管不當督導、組織承諾與工作倦怠等有不同層面的討論，因此本研究目的在探討並主管不當督導、組織承諾與工作倦怠研究變項之關係，以組織承諾為中介效果有所影響。
本研究以大台北地區的非營利學校的教職員工(含教保員、行政人員及教師)為調查對象進行施測，採便利性抽樣，Google問卷填答問卷進行，預計發放300份樣本。所收集資料以SPSS22.0進行描述性統計分析，進行研究構念間關係的檢驗。
本研究結果顯示：(1)主管的不當督導對工作倦怠有正向影響；(2)主管的不當督導對組織承諾有負向影響；(3)組織承諾對工作倦怠有負向影響；(4)驗證組織承諾在主管的不當督導與工作倦怠之間具有中介效果。

Many scholars and experts at home and abroad have discussions on the same level of improper supervision, organizational commitment and job burnout. Therefore, the purpose of this study is to explore and supervise the relationship between supervisors, organizational commitment and work burnout research variables. Has an impact.
In this study, teachers and staff (including staff, administrators, and teachers) of non-profit schools in the Greater Taipei Area were used as the survey object for the survey, and sampling was adopted. The Google questionnaire filled in the questionnaire and was expected to be distributed. The collected data was analyzed by SPSS22.0 for descriptive statistical analysis, and the relationship between the research constructs was tested.
The results of this study show that: (1)improper supervision of supervisors has a positive effect on job burnout; (2)improper supervision of supervisors has a negative effect on organizational commitment; (3)organizational commitment has a negative effect on job burnout; (4)The verification organization promises to have an intermediary effect between the supervisor's improper supervision and job burnout.

封面內頁
簽名頁
中文摘要 iii
ABSTRACT iv
誌謝 v
目錄 vi
封面內頁 vi
簽名頁 vi
圖目錄 viii
表目錄 ix

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 主管不當督導 4
第二節 組織承諾 7
第三節 工作倦怠 10
第四節 變數間的關係與假設 15
第三章 研究方法 22
第一節 研究架構 22
第二節 研究假設 23
第三節 研究範圍與對象 23
第四節 操作型定義與研究工具 24
第五節 信度與效度分析 27
第六節 資料分析方法 28
第四章 資料分析 29
第一節 問卷回收與統計 29
第二節 基本資料分析 29
第三節 量表信度與效度 31
第四節 各變數之描述行統計與相關性分析 34
第五節 迴歸分析 35
第六節 研究假設驗證 37
第五章 結論與建議 38
第一節 研究結論 38
第二節 管理意涵與實務建議 39
第三節 研究限制及未來研究建議 40
參考文獻 42
附錄 問卷 47

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