破壞型領導一直是學術研究中的熱門議題，近年來新興的剝削型領導更引起廣泛關注。本研究以壓力源-情緒-反生產工作行為為理論框架，旨在探討壓力源 (剝削型領導) 如何通過情緒 (工作挫折感) 影響員工的行為表現 (默許性沉默行為)。此外，研究進一步檢驗職業自我效能是否能調節剝削型領導與工作挫折感之間的關係。為驗證研究假設，針對全職工作者進行問卷調查，共回收有效樣本268份。分析結果顯示，剝削型領導對工作挫折感具有顯著的正向影響，意即當員工感受到剝削型領導行為時，他們的工作挫折感會顯著增加。其次，工作挫折感對默許性沉默行為也具有顯著的正向影響，表明工作挫折感的增加可能導致員工更傾向於採取默許性沉默行為。此外，研究發現工作挫折感在剝削型領導對默許性沉默行為具部分中介效果，說明剝削型領導會透過引發員工的工作挫折感，增加其默許性沉默行為的可能性。最後，本研究探討了職業自我效能在剝削型領導與工作挫折感間的調節作用，結果顯示職業自我效能無法顯著調節這一段關係。說明在特定情境下，員工的職業自我效能不足以有效調節剝削型領導對工作挫折感的影響。

Destructive Leadership has been a popular topic in academic research, and in recent years, the emerging concept of Exploitative Leadership has drawn widespread attention. This study employs the Stressor-Emotion Model of Counterproductive Work Behavior (CWB) as its theoretical framework to explore how stressor (Exploitative Leadership) influences employee behavioral outcome (Acquiescent Silence) through emotion (Job Frustration). Furthermore, the study examines whether Occupational Self-Efficacy moderates the relationship between Exploitative Leadership and Job Frustration. To test the research hypotheses, a survey was conducted among full-time employees, resulting in 268 valid responses. The analysis revealed that Exploitative Leadership has a significant positive impact on Job Frustration, indicating that employees experiencing Exploitative Leadership behaviors tend to have increased Job Frustration. Secondly, Job Frustration significantly predicts Acquiescent Silence, suggesting that heightened Job Frustration may lead employees to adopt Acquiescent Silence as a coping behavior. Additionally, the study identified that Job Frustration mediates the relationship between Exploitative Leadership and Acquiescent Silence, demonstrating that Exploitative Leadership increases the likelihood of Acquiescent Silence by triggering Job Frustration among employees. Lastly, the research explored the moderating role of Occupational Self-Efficacy in the relationship between Exploitative Leadership and Job Frustration. The findings indicate that Occupational Self-Efficacy does not significantly moderate this relationship, suggesting that in specific contexts, employees’ Occupational Self-Efficacy is insufficient to buffer the impact of Exploitative Leadership on Job Frustration.

論文審定書………………………………………………..…………………..……….i
摘 要………………………………………………..…………………..……………ii
Abstract………………………………………………..…………………..…………iii
目 錄………………………………………………..…………………..…………...iv
圖 次………………………………………………..…………………..…………...vi
表 次………………………………………………..…………………..…………..vii
第壹章 緒論………………………………………………..…………………..……1
第貳章 文獻探討……………………………………………………………………5
第一節、壓力源-情緒-反生產工作行為模型……………………….…….…...5
第二節、剝削型領導……………………………………………………………6
第三節、職業自我效能…………………………………………………………7
第四節、工作挫折感……………………………………………………………8
第五節、默許性沉默行為………………………………………………………9
第六節、研究變項之間的關係………………………………………………..10
第參章 研究方法…………………………………………………………………..17
第一節、研究架構與假設……………………….…….…................................17
第二節、研究對象與抽樣方式……………………….…….…........................18
第三節、研究工具……………………….…….…............................................18
第四節、資料分析方法……………………….…….…....................................20
第肆章 研究結果…………………………………………………………………..22
第一節、敘述性統計…………………….…….…............................................22
第二節、相關分析……………………….…….…............................................24
第三節、驗證性因素分析……………………….…….…................................25
第四節、研究假設檢定……………………….…….…....................................28
第伍章 結論與建議………………………………………………………………..32
第一節、理論意涵……………………….…….…............................................32
第二節、管理實務意涵………………….…….…............................................34
第三節、研究限制與未來研究建議…………….…….…................................35
參考文獻……………………………………………………………………………..37
圖 3-1研究架構……………………...........................................................................17
表4-1有效樣本之敘述統計分析表……………………….......................................23
表4-2研究變項之相關係數………………………...................................................24
表4-3模型適配度指標…………………………………….......................................25
表4-4量表信度及收斂效度分析結果………………………...................................27
表4-5階層迴歸分析結果統整………………………...............................................30
表4-6研究假設結果統整……………………….......................................................31

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