第五章 研究結論
第四節 未來研究方向與建議
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回憶偏差的問題，而情緒是短暫波動、種類特定而有目標針對性的，單一時間點 的測量，較難呈現這樣的本質，因此建議未來研究在情緒的測量上，採用如日記 法 (daily diary) 等方式，在一至兩週之間密集測量再取平均，捕捉研究對象 更確切的情緒經驗。
三、問卷量尺的改進
過去不當督導的研究主要以「頻次」作為問卷量尺，例如：「從未」、「偶爾」、
「總是」，本研究基於方便填答者作答，問卷設計上採取「同意程度」作為量尺，
然而如此問法，可能使填答者誤會該部分為「對下列主管行為的贊同程度」，測 得結果偏屬「背景」(context) 而非研究探討的「事件」，不過本研究以「最近 一個月」的指導語時限指引填答者回憶，回溯的時間不至於過長，測量結果應仍 足以反應不當督導作為「事件」的特性，然而也建議未來研究在量尺選用上，加 入「頻次」的量尺，以更貼近變項的概念。
四、表達壓抑量表信度問題
根據本研究回收資料顯示，表達壓抑情緒調控策略的量表信度α=.59，明顯 偏低，因而難以檢驗表達壓抑的調節角色。而壓抑情緒反應，在華人社會，常被 視為個人心智成熟的表現，對於華人填答者的意義，和 Gross (1998) 的定義相 較可能有文化上的差異，建議未來研究者，若在華人脈絡探討表達壓抑情緒調控 策略，應格外考慮文化議題。
第四節 未來研究方向與建議
一、正負面領導行為的交互作用
不當督導的概念探討部屬對於主管非肢體接觸之敵意性對待的知覺，然而，
一般工作場合中，主管與部屬間的互動有好也有壞，部屬可能同時接受到主管的
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信箱地址，導致未能及時接收第二階段問卷的填寫邀請，建議未來以網路方式、
收集多重時間點資料的研究者，除了信箱，可增加如手機簡訊等其他聯絡管道，
以提高問卷的回收率。
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Abraham, R. (1999). The impact of emotional dissonance on organizational commitment and intention to turnover. Journal of Psychology, 133(4), 441.
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Averill, J. R. (1982). Anger and aggression: An essay on emotion. New York:
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Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical
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Butler, E. A., Egloff, B., Wlhelm, F. H., Smith, N. C., Erickson, E. A., & Gross, J. J.
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Butler, E. A., Lee, T. L., & Gross, J. J. (2007). Emotion regulation and culture: Are the social consequences of emotion suppression culture-specific? Emotion, 7(1), 30-48.
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Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386-400.
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E-mail: [email protected]
本次問卷大約需要 17 分鐘填寫，在此先邀請您留下 E-mail，參與第二次的小型問卷研
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請根據您對目前這份工作的想法，從右邊欄位的數字圈選您對這些敘 述的同意程度。
非常不同意 不同意 有點不同意 有點同意 同意 非常同意
1. 整體而言，我對我的工作感到滿意。 1 2 3 4 5 6
2. 整體而言，我不喜歡我的工作。 1 2 3 4 5 6
3. 整體而言，我喜歡在這裡工作。 1 2 3 4 5 6
4. 在工作上，我感覺活力充沛。 1 2 3 4 5 6
5. 我的工作把我的精神耗盡了。 1 2 3 4 5 6
6. 一大早起來，想到又要面對一天的工作，使我感到很疲倦。 1 2 3 4 5 6 7. 一整天和人一起工作，真的使我感覺壓力很大。 1 2 3 4 5 6
8. 我對我的工作感到倦怠。 1 2 3 4 5 6
9. 我的工作帶給我很大的挫折感。 1 2 3 4 5 6
10. 在工作上，我感到身心俱疲。 1 2 3 4 5 6
11. 我對我的工作充滿熱情。 1 2 3 4 5 6
12. 我沉浸在我的工作裡。 1 2 3 4 5 6
13. 我正主動找尋其他工作機會。 1 2 3 4 5 6
14. 我覺得自己能離開目前的工作。 1 2 3 4 5 6
15. 在能夠完全自由選擇的情況下，我會離開目前的工作。 1 2 3 4 5 6
(下一頁尚有題目)
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立 政 治 大 學
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N a tio na
l C h engchi U ni ve rs it y 附錄二：研究問卷 (階段二)
職場人際問卷調查-第二階段
親愛的業界先進，您好！
非常感謝您在第一階段問卷的協助，此為第二階段問卷，填寫需時約 2 分鐘，請針對與您在工作 上互動最密切的一位主管來作答，其他則依據您的真實狀況填寫。
本問卷無記名，公司的任何人，包括您的主管，都不會看到您所填寫的答案，所有答案也都沒有 對錯好壞之分，請您放心地據實填答。若您對本研究有任何問題，歡迎您跟我們聯繫。謝謝您的合作。
祝您身體健康、工作順利！
國立政治大學 企業管理學系 胡昌亞 博士 心理學系 研究生 張真瑜 敬上
E-mail: [email protected]
首先，請再次確認您第一階段所留的 e-mail，作為抽獎資格確認之用。研究資料無記 名，E-mail 供抽獎代號及兩階段資料合併之用，您的資料絕不外流，敬請放心。
您的 E-mail：
獎項有：
Apple ipod nano (Multi-Touch 版) ： 一名 便利商店禮券 $ 300：四名
便利商店禮券 $ 150：八名
--- 第二階段問卷 寄送日期 ：100/08/22 (一) 第二階段問卷 回收截止日：100/08/31 (三) 抽獎 / 中獎名單公布日 ：100/09/01 (四)
(下一頁 問卷開始)
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第三部份、對目前工作的想法
請根據您對目前這份工作的想法，從右邊欄位的數字圈選您對這些敘 述的同意程度。
非常不同意 不同意 有點不同意 有點同意 同意 非常同意
1. 整體而言，我對我的工作感到滿意。 1 2 3 4 5 6
2. 整體而言，我不喜歡我的工作。 1 2 3 4 5 6
3. 整體而言，我喜歡在這裡工作。 1 2 3 4 5 6
4. 在工作上，我感覺活力充沛。 1 2 3 4 5 6
5. 我的工作把我的精神耗盡了。 1 2 3 4 5 6
6. 一大早起來，想到又要面對一天的工作，使我感到很疲倦。 1 2 3 4 5 6 7. 一整天和人一起工作，真的使我感覺壓力很大。 1 2 3 4 5 6
8. 我對我的工作感到倦怠。 1 2 3 4 5 6
9. 我的工作帶給我很大的挫折感。 1 2 3 4 5 6
10. 在工作上，我感到身心俱疲。 1 2 3 4 5 6
11. 我對我的工作充滿熱情。 1 2 3 4 5 6
12. 我正主動找尋其他工作機會。 1 2 3 4 5 6
13. 我覺得自己能離開目前的工作。 1 2 3 4 5 6
14. 在能夠完全自由選擇的情況下，我會離開目前的工作。 1 2 3 4 5 6
本問卷到此結束，
抽獎結果將於 09/01 公布，屆時請您留意 E-mail 信件，
再次感謝您的協助！