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研究生:莊惠涵
研究生(外文):Huei-Han Jhuang
論文名稱:主管不當督導、員工負向情緒與退卻行為關係之研究 -以員工協助方案為調節變項
論文名稱(外文):A Study on Relationship of Abusive Supervision, Negative Emotion and Withdrawal behavior: The Moderating Effect of Employee Assistance Programs
指導教授:王湧泉王湧泉引用關係
指導教授(外文):Yung-Chuan Wang
口試委員:劉廷揚馮國豪黃佳純
口試委員(外文):Tingyang-Lewis LiuKuo-Hao FengJie-Tsuen Huang
口試日期:2014-05-20
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2014
畢業學年度:102
語文別:中文
論文頁數:128
中文關鍵詞:不當督導負向情緒退卻行為員工協助方案
外文關鍵詞:Abusive SupervisionNegative EmotionWithdrawal BehaviorEmployee Assistance Programs
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員工為企業的重要資產,而員工表現更是影響組織的關鍵因素,根據研究顯示,員工的退卻行為會影響組織整體績效,而造成退卻行為的因素眾多,若組織忽略這些因素,組織可能會面臨重大的損失及損害。
本研究探討主管不當督導、員工負向情緒與退卻行為的關聯性,並探討員工負向情緒是否對不當督導與退卻行為造成中介效果,並置入員工協助方案為調節變項,探討員工協助方案是否會對主管不當督導、員工負向情緒與退卻行為之關係產生調節效果。
本研究透過問卷調查的方式,以台灣地區有實施「員工協助方案」企業之員工為研究對象,總計發放430份問卷,回收385份,有效問卷為343份,回收率為89.5%,而本研究結果發現:
一、主管不當督導對員工退卻行為有顯著正向影響。
二、員工負向情緒對員工退卻行為有顯著正向影響。
三、主管不當督導對員工負向情緒有顯著正向影響。
四、員工負向情緒對主管不當督導與員工退卻行為之關係具有顯著中介效果。
五、員工協助方案對主管不當督導和員工退卻行為之關係具有顯著調節效果。
六、員工協助方案對員工負向情緒和員工退卻行為之關係具有顯著調節效果。

Employee is the important assets in the enterprises. Employee behavior is the key factors influence in the organization. According to studies, employee withdrawal behavior will influence the organization performance, and withdrawal behavior caused by many factors, if organizations ignore it; it may facing unprecedented significant damage.
This thesis aims to discuss the relation among abusive supervision, negative emotion and withdrawal behavior, with an emphasis on whether negative emotion has an impact on withdrawal behavior. Also, with Employee Assistance Programs, this thesis discusses whether this moderating effect will interfere abusive supervision, negative emotion and withdrawal behavior.
By means of questionnaires, this study did a research who works in governmental offices or private institutes where “Employee Assistance Programs” are practiced. Issued total 430 questionnaires, 385 returned, 343 are valid, and returned rate is about89.5%. This study found that:
1. Abusive Supervision has a significantly effect on Withdrawal Behavior. 2. Negative Emotion has a significantly effect on Withdrawal Behavior. 3. Abusive Supervision has a significantly effect on Negative Emotion. 4. Negative Emotion has a mediation effect on Abusive Supervision and Withdrawal Behavior. 5. Employee Assistance Programs has a visible moderating effect on Abusive Supervision and Withdrawal Behavior. 6.Employee Assistance Programs has a visible moderating effect on Negative Emotion and Withdrawal Behavior.
摘要 i
Abstract ii
致謝 iii
目錄 iv
表目錄 vi
圖目錄 viii
第一章 緒論 1
第一節 研究動機與背景 1
第二節 研究目的 5
第三節 研究流程 6
第二章 文獻探討 7
第一節 員工協助方案 7
第二節 退卻行為 24
第三節 不當督導 37
第四節 負向情緒 48
第五節 各變項間的關係 56
第三章 研究方法 63
第一節 研究架構 63
第二節 研究假設 64
第三節 研究變項之操作性定義與衡量工具 65
第四節 研究對象與抽樣方法 71
第五節 資料分析方法 72
第六節 信度分析及樣本描述性統計分析 73
第四章 資料分析與結果 80
第一節 個變項之描述性統計 80
第二節 研究變項之相關分析 85
第三節 各研究變項之迴歸分析 86
第四節 中介分析 89
第五節 調節分析 91
第五章 結論與建議 95
第一節 研究結論 95
第二節 理論意涵與管理實務建議 100
第三節 研究限制與後續建議 104
參考文獻 106
附錄一 中文部分 106
附錄二 英文部分 109

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