主管不當督導行為之情形在職場上時有所聞，根據過往研究指摘，其負面領導行為對於員工後續的工作動機及態度行為展現造成顯著影響；主管與員工的不良互動關係同時被視為一種職場壓力源，員工可能會伴隨負面情緒影響組織行為，抑或帶來競爭優勢促使積極改變。本研究以壓力互動理論之觀點，探討員工知覺不當督導是否透過「阻礙型壓力源評估」及「挑戰型壓力源評估」之間接效果影響其工作敬業程度，並且進一步針對建言行為討論序列中介效果。本研究採取「便利抽樣」方式，有效問卷回收共計234份，並以階層迴歸分析進行假設驗證。依據研究結果，當個體將不當督導視為「阻礙型壓力源」時，將顯著負向影響其工作敬業及後續之建言行為展現；而「挑戰型壓力源」評估未能正向間接影響工作敬業及後續之建言行為。最後，本研究根據結果探討理論與管理意涵，並針對研究限制與未來後續研究方向提出建議。

Abusive supervision is often heard in the workplace. According to previous studies, negative leadership behaviors have a significant impact on employees’ subsequent work motivation and organizational behaviors. The negative interaction between supervisors and employees is also considered a workplace stressor. Employees may experience negative emotions that affect organizational behaviors or potentially bring about a competitive advantage that drives positive change. Drawing on the transactional theory of stress, this study explores the challenge-hindrance stressor framework to examine the indirect effects of abusive supervision on work engagement and subsequent serial mediation effects on voice. This survey data for analysis is derived from 234 full-time employees. Hierarchical regression analysis and a bootstrapping procedure were conducted to test the hypotheses. Implications and suggestions for future research were then addressed.

論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
目錄 iii
圖次 v
表次 vi
第壹章 緒論 1
第貳章 文獻探討 4
第一節、壓力互動理論 4
第二節、不當督導 6
第三節、不當督導與壓力源認知評估 8
第四節、不當督導、壓力源認知評估與工作敬業之關係 9
第五節、工作敬業與建言行為之關係 12
第六節、壓力源認知評估與工作敬業之序列中介效果 13
第參章 研究方法 15
第一節、研究架構 15
第二節、研究假設 15
第三節、研究樣本與施測程序 16
第四節、研究工具 16
第五節、資料分析方法 18
第肆章 研究結果 20
第一節、敘述性統計 20
第二節、相關分析 21
第三節、驗證性因素分析 22
第四節、研究假設檢定 24
第伍章 結論與建議 30
第一節、理論意涵 30
第二節、管理意涵 31
第三節、研究限制與未來研究建議 32
參考文獻 34

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