不當督導一直是組織管理中備受關注的核心問題，不論是在哪個行業或組織規模下，這種行為都難以避免。本研究以情感事件理論作為框架，該理論指出，特定事件對員工情感的影響會顯現在他們的行為表現中。透過情感事件理論探討工作事件「不當督導」對員工負面情感「心理困擾」和行為表現「離職意圖」的影響，並假設員工的「復原力」具有調節效果。為了驗證這些假設，本研究以問卷調查法針對台灣地區全職工作者進行調查，共計回收319份有效問卷。研究結果顯示，不當督導對心理困擾有顯著正向影響，意指隨著不當督導的程度增加，員工的心理困擾程度也會增加。其次，心理困擾對離職意圖也有顯著正向影響，表明當員工感受到較高的心理困擾時，他們的離職意圖也會隨之增加。此外，研究發現心理困擾在不當督導對離職意圖的影響中具中介作用，這表示不當督導會通過增加員工的心理困擾，進而提高他們的離職意圖。最後，本研究探討了復原力在不當督導與心理困擾之間的調節作用，結果顯示復原力無法顯著調節這一關係。這說明在特定情境下，員工的復原力不足以顯著改變不當督導對心理困擾的影響程度。

Abusive supervision has always been a core issue in organizational management, and it is inevitable regardless of the industry or the size of the organization. This study uses the Affective Events Theory as the research framework, which emphasizes that when specific events affect employees' emotions, they will have an impact on their behavioral performance. Through the Affective Events Theory, we explore the impact of work events "abusive supervision" on employees' negative emotions "psychological distress" and behavioral performance "turnover intention", and hypothesizing that employees' "resilience" has a moderating effect. In order to test these hypotheses, this study used a questionnaire survey method to conduct a survey among full-time workers in Taiwan, and a total of 319 valid questionnaires were collected. The research results show that abusive supervision has a significant positive impact on psychological distress, which means that as the degree of abusive supervision increases, the degree of psychological distress of employees will also increase. Secondly, psychological distress also has a significant positive impact on turnover intention, indicating that when employees feel higher psychological distress, their turnover intention will also increase. In addition, the study found that psychological distress plays a mediating role in the impact of abusive supervision on turnover intentions, which means that abusive supervision will increase employees' psychological distress, thereby increasing their turnover intentions. Finally, this study explored the moderating role of resilience in the relationship between abusive supervision and psychological distress, and the results showed that resilience was unable to have a significant moderating effect on this relationship. This shows that under certain circumstances, employees' resilience is not enough to significantly change the impact of abusive supervision on psychological distress.

論文審定書 i
論文公開授權書 ii
摘 要 iii
Abstract iv
目 錄 vi
圖 次 viii
表 次 ix
第壹章 緒論 1
第貳章 文獻探討 5
第一節、情感事件理論 5
第二節、不當督導 7
第三節、心理困擾 8
第四節、離職意圖 9
第五節、復原力 11
第六節、各變項之間關係假設 12
第參章 研究方法 18
第一節、研究架構與假設 18
第二節、研究樣本與資料收集方式 19
第三節、研究量表 21
第四節、資料分析方法 23
第肆章 研究結果 25
第一節、驗證性因素分析 25
第二節、相關分析 28
第三節、假設檢定 30
第伍章 結論與建議 34
第一節、理論意涵 34
第二節、管理實務意涵 36
第三節、研究限制與未來研究建議 38
參考文獻 40

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