本研究以自我保護、自我提升及資源保存理論為基礎，探討員工情緒勞務中的表層演出及深層演出是如何造成主管的不當督導行為，並以印象管理為中介變項，而為了驗證假說，本研究對來自不同產業之259名全職工作成年人進行問卷調查。
樣本分析結果與自我保護、自我提升及資源保存理論的預測一致，結果表示，無論員工採用表層演出或是深層演出，他們都將進一步採取印象管理，而這些情緒管理策略，最終會導致上司的不當督導行為。此結果也成功驗證印象管理在情緒勞動和不當督導之間的中介效果。

Drawing on self-protection, self-enhancement, and conservation of resources (COR) theory, this study examines how employees’ emotional labor, surface acting and deep acting, leads to supervisors’ abusive supervision. In addition, this research examines the role of impression management as a mediating mechanism. To prove the hypotheses, 259 full-time working adults from a variety of industries were surveyed. Consistent with the predictions of self-protection, self-enhancement, and COR theory, the results show that whether employees adopt surface or deep acting, they will further do impression management, while those emotional regulation strategies eventually lead to supervisors’ abusive supervision behaviors. The findings also provide the support that impression management plays a mediating role in the relationship between emotional labor and abusive supervision.

論文審定書Thesis Validation Letter i
論文公開授權書Thesis Authorization Letter ii
中文摘要 iii
Abstract iv
CHAPTER 1 INTRODUCTION 1
CHAPTER 2 THEORETICAL PERSPECTIVES 7
2.1 Self-Protection and Self-Enhancement 7
2.2 Conservation of Resources Theory 8
2.3 Impression Management 9
CHAPTER 3 LITERATURE REVIEW AND HYPOTHESES DEVELOPMENT 13
3.1 Surface Acting, Deep Acting and Impression Management 13
3.2 Impression Management and Abusive Supervision 19
3.3 The Mediating Role of Impression Management in the Relationship Between Emotional Labor and Abusive Supervision 20
CHAPTER 4 METHOD 22
4.1 Participants and Procedure 22
4.2 Measure 23
4.3 Analytical Strategy 25
CHAPTER 5 RESULTS 26
CHAPTER 6 DISCUSSION 32
6.1 Theoretical Implications 33
6.2 Practical Implications 34
6.3 Limitations and Future Research 35
6.4 Conclusion 36
REFERENCES 37
APPENDIX 47

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