近年來，「情緒勒索」此概念雖廣受關注，但過往研究多探討情緒勒索在家庭和伴侶關係之間的影響，而少有學者深入研究職場情緒勒索的內涵與影響效果。本研究為了清楚掌握職場情緒勒索的策略內涵與影響歷程，以兩個階段性的研究加以釐清。
在研究一，本研究共向80位實務工作者共收集136則來自不同來源的職場情緒勒索事例，並據此發展出主管/同事/顧客的情緒勒索量表。在研究二，則分別以兩組獨立樣本 (各150和180名全職員工)，進行量表信效度驗證。
研究結果顯示，本研究所發展之職場情緒勒索量表和其他相似概念（情緒操弄、主管不當督導、同事/顧客不當對待）皆具有區別效度、且更能預測員工害怕、責任感或愧疚感的情緒、以及順服不合理的要求。因此，本研究所設計之職場情緒勒索量表除了可準確衡量職場情緒勒索內涵外，更可做為實務界因應職場情緒勒索，提供教育訓練之參考。

In recent years, although the concept of "Emotional Blackmail" has raised much attention, few scholars have deeply explored the connotation and influence of emotional blackmail in the workplace. In order to clearly grasp the strategic connotation and impact mechanisms of workplace emotional blackmail, this study clarifies it with two stages of research.
In study 1, a total of 136 workplace emotional blackmail cases from different sources were collected from 80 participants, and a total of 16 emotional blackmail strategies in 2 categories were summarized. Based on this, the supervisor/colleague/customer emotional blackmail scale was developed. In Study 2, two separate samples (150 and 180 full-time employees each) were used to verify the reliability and validity of the workplace emotional blackmail scale.
This study found that the workplace emotional blackmail scale and other similar concepts (Emotional Manipulation, Abusive Supervision, Coworker/Customer Mistreatment) discriminant validity, and can predict employee fear, obligation, and guilt more precisely. Therefore, the scale developed by this research not only can accurately measure the emotional blackmail of the workplace also can be used as a reference for employee training in response to the emotional blackmail in the workplace.

目錄
論文審定書 i
摘　要 ii
Abstract iii
第一章 緒論 1
第一節 研究動機 1
第二章 文獻探討 5
第一節 情緒勒索的內涵及構念定義釐清 5
第三章 研究一之研究方法與結果 11
第一節 研究架構 11
第二節研究一施測與程序 12
第二節 研究一之結果 19
第四章 研究二之研究方法與結果 23
第一節 研究二之研究方法 23
第二節 樣本一分析結果 26
第三節 樣本二分析結果 34
第五章 結論與建議 42
第一節 研究結論 42
參考文獻 47

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