本研究以同時整合高績效員工可能引發的主管正負面心理歷程進行探討，並連結至後續主管對高績效員工所展現的不當督導行為及建言徵詢行為兩種截然不同的路徑，並進一步透過印象管理行為作為干擾效果，找出能影響主管走向正面評價路徑而非自尊受損路徑之印象管理行為。本研究採問卷調查法，研究對象為汽車銷售業代，並以多個時間點、多重問卷填答來源進行問卷設計，蒐集來自325 名員工、101 位主管之配對資料，並使用路徑分析方法進行假設檢定。研究結果發現：(1) 員工績效表現會透過增加主管妒羨、進而增加主管展現的不當督導行為；(2) 員工績效會透過增加主管認知型信任，進而增加主管的建言徵詢行為；(3) 模範行為會干擾員工績效表現與主管認知型信任間的正向關係：當模範行為高時，此一正向關係將被加強；反之，當模範行為低時，此段關係將轉變為不顯著；(4) 自我推銷行為會干擾員工績效表現與主管認知型信任間的正向關係；當自我推銷行為高時，此一正向關係將被減弱；反之，當自我推銷行為低時，此段關係將被加強。最後，本研究亦針對研究結果加以討論其理論貢獻，並提出管理意涵與未來研究建議以供參考。

This study investigates the simultaneous integration of positive and negative psychological processes experienced by supervisors as a result of high-performers. It examines the subsequent paths of abusive supervision and voice solicitation from high-performers, as well as the moderating effect of impression management behaviors on the supervisor's inclination towards a positive evaluation path rather than a path that threats self-esteem. The research employs a questionnaire survey method and focuses on automobile sales representatives as participants. Multiple time points and multiple sources of questionnaire responses are utilized in the design, gathering data from 325 employees and 101 matched supervisors. Path analysis is employed to test the hypotheses. The research findings are as follows: (1) Employee performance leads to increased supervisor envy, which in turn leads to the display of abusive supervision. (2) Employee performance leads to increased supervisor trust, which in turn leads to the voice solicitation from the supervisor. (3) Exemplification behavior moderates the positive relationship between employee performance and supervisor trust: when exemplification behavior is high, this positive relationship is strengthened; conversely, when exemplification behavior is low, the relationship becomes insignificant. (4) Self-promotion behavior moderates the positive relationship between employee performance and supervisor trust; when self-promotion behavior is high, this positive relationship is weakened; conversely, when self-promotion behavior is low, the relationship is strengthened. Finally, the study discusses its theoretical contributions, provides managerial implications, and suggests future research directions for reference.

論文審定書 i
中文摘要ii
英文摘要iii
目錄iv
圖次v
表次v
第一章 緒論1
第二章 文獻探討與假設推導5
第一節 高績效員工績效表現、主管妒羨與主管不當督導行為：自尊受損觀點5
第二節 高績效員工績效表現、主管信任與主管建言徵詢行為：自我提升觀點7
第三節 自尊受損與自我提升的路徑選擇：以印象管理行為的干擾變數9
第三章 研究方法15
第一節 研究流程與設計15
第二節 研究工具17
第三節 資料分析方法19
第四章 研究結果20
第一節 敘述統計及變數之相關係數分析20
第二節 驗證性因素分析20
第三節 假設檢定22
第五章 研究討論與建議26
第一節 研究發現與理論意涵26
第二節 管理意涵29
第三節 研究限制與未來研究建議30
參考文獻32
附錄39

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