過去許多領導行為的研究顯示，領導者會在與員工互動過程中透過自己的情緒影響員工的態度與行為，這也證實了主管的情緒、態度及行為對員工有著一定的影響力。本研究以涓滴理論為基礎，旨在討論主管情緒勒索、道德解離、心理資本以及知識隱藏的關係，特別關注道德解離在主管情緒勒索與知識隱藏之間的中介作用，以及心理資本對主管情緒勒索與道德解離關係的調節效果。
　　研究採用個人層次的兩階段方式進行問卷調查，共蒐集103份有效樣本，資料分析採用SPSS軟體執行描述性統計分析、信度分析、相關分析和層級廻規分析，同時也使用結構方程式AMOS執行驗證性因素分析(CFA)來檢視模式配適度，據此檢視主管情緒勒索、道德解離、心理資本與知識隱藏四者間的關係。
　　研究結果顯示，道德解離在主管情緒勒索與知識隱藏之間不具有中介效果，心理資本在主管情緒勒索與道德解離之間也不具有調節效果，這可能是由於不同產業的文化影響以及主管情緒勒索屬於較為敏感的議題，受試者在填答過程中無法安心作答，導致中介與調節結果不顯著。惟，本研究在第五章結論與建議進行了深入的剖析，期望帶給管理者在實務上及後續學者在研究上的啟發。

In past studies on leadership behavior, it has been shown that leaders can influence employees' attitudes and behaviors through their own emotions during interactions, thus the emotions, attitudes, and behaviors of supervisors significantly impact employees. This study, based on the trickle-down theory, aims to explore the relationships among supervisor emotional blackmail, moral disengagement, psychological capital, and knowledge hiding. It particularly focuses on the mediating role of moral disengagement between supervisor emotional blackmail and knowledge hiding, and the moderating effect of psychological capital on the relationship between supervisor emotional blackmail and moral disengagement.

The research employed a two-stage questionnaire survey at the individual level, collecting a total of 103 valid samples. Data analysis was conducted using SPSS software for descriptive statistics, reliability analysis, correlation analysis, and hierarchical regression analysis. Additionally, structural equation modeling (SEM) with AMOS was used for confirmatory factor analysis (CFA) to test the research hypotheses and examine the relationships among supervisor emotional blackmail, moral disengagement, psychological capital, and knowledge hiding.

According to the research results, moral disengagement does not have a mediating effect between supervisor emotional blackmail and knowledge hiding, and psychological capital does not moderate the relationship between supervisor emotional blackmail and moral disengagement. These findings may be due to cultural influences across different industries and the sensitivity of the topic of supervisor emotional blackmail, which made respondents uneasy during the survey process, leading to insignificant data analysis results.

目錄
論文審定書 i
誌 謝 ii
中文摘要 iii
Abstract iv
第一章　緒論 1
第一節　研究背景與動機 1
第二節　研究目的 3
第二章　文獻探討 5
第一節　涓滴理論 5
第二節　變數介紹 6
第三節　研究假說 14
第三章　研究方法 18
第一節　研究架構 18
第二節　研究樣本 20
第三節　研究假說彙整 23
第四節　研究變數操作型定義與衡量 23
第四章　實證結果分析 31
第一節　模型檢測 31
第二節　相關分析 32
第三節　層級廻歸分析 34
第五章　結論與建議 39
第一節　研究結果 40
第二節　管理意涵 43
第三節　研究限制 45
參考文獻 47

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