本研究係探討不當督導、員工敬業心、員工工作鑲嵌及心理資本之關係。本研究採用「滾雪球抽樣」（Snowball sampling）發放問卷，共計發放288份問卷，共收回250份問卷，取得有效問卷共244份，有效問卷回收率為84.72%，主要以國內公家機關及私人企業的員工為研究對象，惟軍公教佔多數(33.6%)。本研究從鑲嵌理論與資源保存理論的觀點出發，認為不當督導會透過工作鑲嵌來影響員工敬業心，而員工則會利用心理資本來緩衝不當督導的負面影響。
本研究透過SPSS進行各面向分析與檢驗，研究結果顯示(1)不當督導對工作鑲嵌及員工敬業心均產生強烈的負面影響；(2)工作鑲嵌對於不當督導與員工敬業心之間有顯著的中介效果(3)心理資本對不當督導與工作鑲嵌間有強化負向關係的調節效果。爰根據研究結果提出相關實務建議：(1)敬業不單是員工本身問題，組織應積極型塑工作鑲嵌以激發員工敬業心 (2)鼓勵正向領導，減少不當督導的負面影響(3)心理資本的攢累有助工作鑲嵌，進而促進員工敬業。

The purpose of the study is to explore the relationship among abusive supervision, job engagement, job embbededness and psychological capital. To draw representative data, this study was conducted by using a questionnaire survey through snowball sampling. Paper, email and on-line questionnaires were used to collect data. 288 questionnaires were issued. A total number of 250 valid questionnaires with the effective rate of 84.72 percent was collected for data analysis. The research object is includes employees from Public and private sector, but the majority is Public sector（33.6%）. According to embeddedness theory and conservation of resource theory, job engagement should be influenced by abusive supervision through job embbededness and psychological capital.
The data is analyzed by reliability analysis, descriptive statistics, ANOVA, and hierarchical regression analysis. The study result show that: （1）Abusive supervision has a negative relationship with job embbededness and job engagement. （2）Job embbededness has a mediating effect between abusive supervision and job engagement. （3）Psychological capital has a moderating effect to strengthen a negative relationship between abusive supervision and job engagement. The result provide an idea that: （1）Job embbededness should be shaped to promote job engagement. （2）The negative influences which abusive supervision makes can be reduced by encouraging positive leadership. （3）accumulating employee psychological capital can contribute to job embbededness, and then elevate job engagement.

第一章緒論 1
第一節 研究背景 1
第二節 研究動機 1
第三節 研究目的 4
第四節 研究流程 4
第二章文獻探討 6
第一節 不當督導 6
第二節 員工敬業心 9
第三節 心理資本 14
第四節 工作鑲嵌 19
第五節 控制變數 25
第六節 探討各構面間關係 27
第三章研究設計 29
第一節 研究架構 29
第二節 研究假設 29
第三節 研究變項之操作型定義與衡量 30
第四節 資料分析 35
第五節 抽樣對象 37
第四章研究結果 38
第一節 樣本 38
第二節 量表信度分析 41
第三節 各變項之敘述性統計及相關分析 43
第五章研究結論與建議 51
第一節 研究結論 51
第二節 管理意涵 54
第三節 研究限制 57
第四節 未來研究建議 59
參考文獻 61
附錄：問卷 69

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