在過去企業管理或人力資源領域的研究中極少深入探討同理心的應用。本研究針對部屬知覺主管不當督導對於其幸福感的影響，並進一步將部屬知覺到主管同理心做為調節變項，談討同理心是否能調節知覺主管不當督導與員工幸福感之關係。
本研究採便利抽樣法，透過對於臺灣地區的在職員工發放問卷，共蒐集215份有效問卷。經階層迴歸分析的結果發現：(1)部屬知覺主管不當督導對於其幸福感呈負向影響；(2)部屬知覺主管不當督導與其幸福感的負向關係，未能透過部屬知覺主管同理心具有調節效果。
本研究可幫助企業了解部屬知覺主管不當督導對其負面幸福感之影響，並針對知覺主管同理心未起調節作用的原因進行探討，最後針對研究限制及未來研究方向提出說明與建議。

In the past, research in the field of business management or human resources has rarely explored the application of empathy. This study is aimed at the influence of subordinates’ perceived abusive supervision on their well-being, and further perceives subordinates’ perceived supervisors’ empathy as moderate variables, and discusses whether empathy can regulate the relationship between abusive supervision and employee well-being.
This research utilizes convenience sampling method to collect 215 valid questionnaires by issuing questionnaires to employees in Taiwan. According to the results of the hierarchical regression analysis, (1) Subordinates’ perceived abusive supervision has a negative impact on their employee well-being; (2) The negative relationship between the subordinates’ perceived abusive supervision and employee well-being, cannot be moderate by subordinates’ perceived supervisors’ empathy.
This study can help enterprises understand the impact of improper supervision of subordinate consciousness supervisors on their negative well-being, and discuss the reasons why the perceptual supervisors do not play a regulatory role. Finally, the paper proposes explanations and suggestions for research restrictions and future research directions.

論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
目錄 v
圖次 vii
表次 viii
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 4
第一節 不當督導 4
第二節 員工幸福感 6
第三節 同理心 9
第四節 各變項之間之關聯性 11
第三章 研究方法 13
第一節 研究架構 13
第二節 研究對象 14
第三節 研究工具 17
第四節 資料分析 21
第四章 研究結果 22
第一節 各變項的平均數與標準差及各變項間的相關程度 22
第二節 部屬知覺主管不當督導對其幸福感之影響與知覺主管同理心之調節作用 25
第五章 結論與建議 27
第一節 研究結果 27
第二節 研究限制 29
第三節 未來研究方向及建議 30
文獻 31

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