在組織中，員工的退卻行為將為組織帶來財務上或非財務的損失，甚至是影響組織競爭力的重要因素之一。因此，如何減低員工退卻行為的產生，進一步地預防員工產生退卻行為，促使員工為組織提供應有的效能，是管理者重要任務。本研究主要探討情緒勒索知覺與退卻行為、情緒智力之間的關聯性，以及情緒勒索知覺與退卻行為之間是否會受到情緒智力的調節效果所影響 。
本研究利用問卷調查方式，共蒐集 361份有效問卷。研究結果發現：(1)情緒勒索知覺與退卻行為具有顯著正向關係；(2)情緒智力在情緒勒索知覺與退卻行為間，不具有調節效果。

Employee withdrawal behavior will in financial or nonfinancial loss, but also be the important factors in organizations competitiveness. Therefore, it's important that managers have to know how to reduce employees' withdrawal behavior；and further, prevent employees' withdrawal behavior. Then, the employee will devote to contributing the effort to display toward the organization. This study investigates the relationship between emotional blackmail、withdrawal behavior and emotional intelligence, also explored the moderating effects of emotional intelligence on the above relationship.
In this study, total recovery of 361 valid samples. The study revealed two main findings: First, emotional blackmail was positively related to withdrawal behavior. Second, emotional intelligence is not a significant moderator for the relationships between emotional blackmail with withdrawal behavior.

論文審定書
摘 要
Abstract
第一章 緒論
第一節 研究背景與動機
第二節 研究目的
第二章 文獻探討
第一節 情緒勒索知覺
第二節 退卻行為
第三節 情緒智力
第四節 情緒勒索知覺、退卻行為與情緒智力之關係
第三章 研究方法
第一節 研究架構與假設
第二節 研究變項操作型定義與衡量方式
第三節 研究對象與研究程序
第四節 資料分析方法
第四章 研究結果
第一節 人口統計變項敘述性分析
第二節 信度分析
第三節 各研究變項之平均數、標準差、相關分析
第四節 研究假設之驗證
第五章 結論與建議
第一節 研究結果與討論
第二節 管理意涵
第三節 研究限制與未來研究建議
參考文獻
一、中文部份
二、英文部份
附錄 職場情緒勒索、情緒智力與退卻行為研究問卷

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