不當督導行為與部屬後果之關係—負面情緒的中介效果

張真瑜

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不當督導行為與部屬後果之關係—負面情緒的中介效果

The relationship of abusive supervision and subordinate consequences—the mediation effect of negative emotion

張真瑜 , Masters　　Advisor：胡昌亞　　

繁體中文

不當督導；情感事件理論；負面情緒；傳統性；情緒調控； Abusive Supervision ； Affective Event Theory ； negative emotions ； traditionality ； emotion regulation

Abstract │ Reference (97) │ Times Cited (1) │ Altmetrics

Abstract 〈TOP〉

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Current examinations of the psychological mechanism of abusive supervision and subordinate consequences focus mostly on organizational justice.  According to Affective Event Theory, the present study proposed that subordinates’ negative emotions may mediate the relationship between abusive supervision and subordinate job satisfaction, emotion exhaustion, and intention to leave.  Further, the study investigated the moderating effect of subordinates’ traditionality and two emotion regulation strategies, cognitive reappraisal and expressive inhibition, in the above relationships.
Hierarchical regression analyses on data collected from a sample of 218 full-time employees in Taiwan were used to test the proposed hypotheses.  Results show that anger mediated the positive relationship between abusive supervision and employee outcomes such that abusive supervision is positively correlated with subordinates’ anger, which further leads to lower job satisfaction, higher emotion exhaustion and intention to leave.  Second, cognitive reappraisal moderated the relationship between abusive supervision and subordinates’ fear as well as the relationship between subordinates’ fear and job satisfaction.  Those findings indicated the importance of subordinates’ emotions and the buffering effect of cognitive reappraisal in the relationship between abusive supervision and subordinate consequences.  Based on the results of the study, limitations, practional implications and suggestions for future research are discussed.

Reference ( 97 ) 〈TOP〉

吳宗祐 (2008)。由不當督導到情緒耗竭：部屬正義知覺與情緒勞動的中介效果。中華心理學刊，50(2)，201-221。
連結：
吳宗祐、徐瑋玲、鄭伯壎 (2002)。怒不可遏或忍氣吞聲？華人企業組織中主管威導行為與部屬憤怒情緒反應的關係。本土心理學研究，18，13-50。
連結：
吳宗祐、鄭伯壎 (2006)。難應付客戶頻次、知覺服務訓練效用兩者及情緒勞動與情緒耗竭之關係——「資源保存理論」的觀點。管理學報，95，581-599。
連結：
翁嘉英、林宜美、呂碧鴻、陳秀蓉、吳英璋、鄭逸如 (2008)。短式華人敵意量表之發展與信效度考驗。測驗學刊，55(3)，463-487。
連結：
張詩音 (2007)。人際關係中的情緒表現。未出版之碩士論文。臺灣大學心理學研究所，台北市。
連結：

Times Cited (1) 〈TOP〉

錢美婷(2015)。不當督導對情感性承諾、建言行為與情緒耗竭之研究 ─以組織自尊為中介變項。中正大學勞工關係學研究所學位論文。2015。1-102。

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