本研究根據資源保存理論探討知覺主管馬基維利主義傾向與員工幸福感之間的關係，並且探討員工心理安全感的中介效果，以及個人網絡能力在知覺主管馬基維利主義傾向與員工心理安全感之間的調節作用。
本研究採用兩階段方式收集問卷，受訪者來自13個產業、63家國內企業，共收集322位基層員工與主管的有效問卷，然後使用SPSS軟體與AMOS結構方程式軟體進行統計分析，並採用層級廻歸分析檢視研究假說。
研究結果支持了領導者的馬基維利主義對員工幸福感的負面影響，以及心理安全感的中介作用。然而，網絡能力在知覺主管馬基維利主義傾向與心理安全感之間並無調節作用。
本研究發現員工知覺主管的馬基維利傾向會透過心理安全感，間接影響員工的幸福感。據此，建議企業可以透過個人、主管、團隊、組織與人力資源管理等多層次的作為來降低負面領導行為，建立支持性的工作環境，提升員工幸福感，進而建立雇主與員工間的長期互惠關係。

Based on the Conservation of Resources theory, the purpose of this study is to examine whether employees perceive their supervisors to have Machiavellian tendencies and whether this tendency affects employee well-being. Specifically, this study introduces employees' psychological safety as a mediating variable and considers the moderating role of networking ability in the relationship between perceived leader’s Machiavellianism and employee well-being.
The research utilized a two-stage questionnaire collection process, involving participants from 63 companies in Taiwan across 13 different industries. A total of 322 valid questionnaires were collected from employees and supervisors. Statistical analyses were using SPSS and AMOS software. The proposed hypothesis model was validated through hierarchical regression analysis.
The findings confirmed that employees' perception of their leader's Machiavellian negatively impacts their well-being, and highlighted the mediating role of psychological safety in this relationship. Moreover, networking ability was found to have no moderating effect between perceived leader’s Machiavellianism and psychological safety.
This study reveals that employees' perception of leader Machiavellian tendencies indirectly influences their well-being through psychological safety. In terms of practical implications, based on the findings, it is recommended that organizations take multi-level actions involving individuals, supervisors, teams, organizations, and human resources management to mitigate negative leadership behavior, establish a supportive work environment, enhance employee well-being, and thereby foster a long-term mutually beneficial relationship between employers and employees.

論文審定書i
誌謝ii
中文摘要iii
Abstractiv
圖次vi
表次vii
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 資源保存理論5
第二節 變數介紹8
第三節 假說推導26
第三章 研究方法35
第一節研究架構與假說彙整35
第二節研究樣本37
第三節研究變數之操作性定義與衡量工具41
第四節統計分析方法46
第四章 實證結果分析48
第一節模型檢測48
第二節相關分析50
第三節層級廻歸分析52
第五章 結論與建議59
第一節研究分析結果60
第二節研究意涵63
第三節研究限制與未來研究建議67
參考文獻68

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