在職場中領導者的溝通與對話風格,會影響組織內之人員之想法與行為,領導者因為組織授權的關係,出現對同事或是下屬許多不經意或有意的要求,而這些要求如果是讓部屬出現恐懼、義務或罪惡感時,情緒勒索之情境就會隨之產生。本研究透過觀察主管的溝通與對話風格,了解部屬對於行為改變之差異,並探討人員在溝通過程中,是否會產生新的行為模式。 本研究發現,主管溝通與對話風格對於組織員工行為改變,部屬情緒調整情緒勒索知覺與情緒勞動過程中在內心的交互調節時,產生個人的因應方式。本研究之研究結論彙整如下: 一、 主管情緒勒索部屬會產生恐懼、義務情緒狀態。 二、 情緒勒索恐懼知覺可能引發情緒勒索的制約反應。 三、 部屬對主管情緒勒索因應方式會隨當下情境不同改變。 四、 與主管談話時部屬情緒知覺與調整會壓抑住心中的感受。 五、 薪資增加有助於降低部屬情緒勒索知覺感受。 觀察組織內主管溝通與對話風格與部屬在工作態度上之反應,透過觀察部屬之轉變對組織帶來何種程度影響,及藉由研究結果來調整組織方向,改善主管與部屬之關係,增加員工向心,並改善組織氛圍增加員工向心與忠誠度。
Since the thoughts and behaviors of employees in the organizations were affected by the communication and dialogue style of supervisors, this study assumes that the subordinates will experience emotional blackmail if supervisors adopt abusive dialogue style. This study is designed to observed the communication and dialogue styles of supervisors, to understand the impacts of dialogue styles on subordinates’ behavioral change, and then the following new behavior patterns of subordinates. Conclusions of this study are summarized as follows: 1. The perception of emotional blackmail will generate the emotional states of fear and obligation. 2. The emotional state of fear may lead to conditioned response on subordinates’ behaviors. 3. The coping strategy of subordinates will change differently according to different situations of emotional blackmail. 4. Subordinates will suppress the real feeling while perceive emotional blackmail during the process of abusive dialogue. 5. The increase on wage will help to reduce the perception of emotional blackmail.