本研究深入探討在醫療環境中，不當督導對員工幸福感的影響，尤其關注其心理、身體和社會多重維度的幸福感。儘管先前研究已經證實了不當督導與員工幸福感之間存在關聯，但其內在機制仍然未被充分理解。因此，有必要全面評估這些幸福感維度，以揭示其複雜的相互作用。本研究以資源保存理論為基礎，提出並驗證了一個詳細的概念模型，闡明不當督導如何耗竭員工的關鍵資源，進而導致工作相關焦慮和職業壓力的增加。本研究對台灣某綜合醫院452名員工收集縱向調查數據，詳細分析不當督導、工作焦慮、職業壓力與員工幸福感之間的相互作用。特別是，本研究檢驗了工作焦慮和職業壓力的序列中介作用，並探討了這些因素在不同維度上的具體影響。實證分析結果顯示，不當督導對員工幸福感的影響，是通過工作焦慮和職業壓力的序列中介作用實現的。這一發現強調，工作焦慮和職業壓力在員工幸福感中的重要性，並且顯示了這些因素如何在不同的幸福感維度上產生影響。此外，本研究還揭示了在醫療環境中，如何有效地管理和緩解這些壓力因素，從而提升員工的整體幸福感。本研究結果不僅在理論上拓展了我們對不當督導與員工幸福感之間複雜關係的理解，還在實務上提供了具體的建議，以幫助組織更好地應對和改善這些問題。最後，我們討論了本研究的理論與實務意涵，並詳細說明了研究的限制和未來研究的方向。

This study explores the relationship between abusive supervision and employee well-being in healthcare settings. While previous research has linked these constructs, the underlying mechanisms remain unclear. Given the multifaceted nature of employee well-being, which includes psychological, physical, and social well-being, a thorough assessment is essential. Guided by the Conservation of Resources Theory, this research proposes a model showing how abusive supervision depletes crucial resources, leading to heightened anxiety and stress. Using data from a time-lagged survey of 452 employees in a general hospital in Taiwan, we examine the interplay between abusive supervision, job-related anxiety, occupational stress, and employee well-being. Specifically, we scrutinize the mediating role of job-related anxiety and occupational stress in series. Our analysis reveals that the impact of abusive supervision on employee well-being is mediated by job-related anxiety and occupational stress. The findings highlight the importance of addressing job-related anxiety and occupational stress to mitigate the adverse effects of abusive supervision on employee well-being. The study concludes with theoretical and practical implications for managing abusive supervision and its impacts, along with the limitations of the research.

Thesis Validation Letter i
Acknowledgments ii
Chinese Abstract iii
English Abstract iv
Chapter 1 Introduction 1
1.1 Research Background 1
1.2 Research Objectives and Questions 4
1.3 Significance of Study 6
Chapter 2 Literature Review 9
2.1 Abusive Supervision 9
2.2 Job-Related Anxiety 12
2.3 Occupational Stress 15
2.4 Employee Well-being 19
Chapter 3 Theoretical Framework and Hypotheses 24
3.1 Conservation of Resources Theory (COR Theory) 24
3.2 Abusive Supervision and Employee Well-being 28
3.3 Mediating Effect of Job-Related Anxiety between Abusive Supervision and Employee Well-being 31
3.4 Mediating Effect of Occupational Stress between Abusive Supervision and Employee Well-being 35
3.5 Serial Mediation between Abusive Supervision and Employee Well-being 40
3.6 Research Framework 45
Chapter 4 Research Methodology 46
4.1 Empirical Context 46
4.2 Participants and Procedure 46
4.3 Instrumentation 50
4.3.1 Abusive Supervision 50
4.3.2 Job-Related Anxiety 51
4.3.3 Occupational Stress 52
4.3.4 Psychological Well-being 52
4.3.5 Physical Well-being 53
4.3.6 Social Well-being 53
4.3.7 Control Variables 54
4.4 Statistics and Data Analysis 56
4.4.1 Descriptive Statistical Analysis 57
4.4.2 Correlation Analysis 57
4.4.3 Reliability and Validity Analysis 58
4.4.4 Regression Analysis 59
Chapter 5 Results 60
5.1 Confirmatory Factor Analysis 60
5.2 Descriptive Statistical Analysis 63
5.3 Correlation Analysis 67
5.4 Hypotheses Testing 69
5.5 Summary of Hypotheses Acceptances and Rejections 75
Chapter 6 Discussion 78
6.1 The Effect of Abusive Supervision on Employee Well-Being of Healthcare Workers 78
6.2 Mediating Effect of Job-Related Anxiety between Abusive Supervision and Employee Well-being 80
6.3 Mediating Effect of Occupational Stress between Abusive Supervision and Employee Well-being 82
6.4 Serial Mediation between Abusive Supervision and Employee Well-being 84
6.5 Theoretical Implications 86
6.6 Practical Implications 89
6.7 Limitation and Future Research 92
6.8 Conclusion 96
References 97
Appendices 131

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