組織中的主管情緒協助：一個調節式中介模式的發展與檢驗 - 政大學術集成

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(1)1. 立. 政治大. Emotion Helping by Managers: Development and. ‧ 國. 學. Testing a Moderated Mediation Model. ‧. n. er. io. sit. y. Nat. al. Ch. engchi. 3. i n U. v.

(2) n a. r n. r d. r r. i. 立. (,). r -.. 學. i. i. ‧. g. Nat. a. io. n. al. ƒ. y. g. χ. ))-. sit. g. X. 政治X χ大 g (,). er. ))-. ‧ 國. χ. s. Ch. engchi. i. i n U. v. i.

(3) Abstract The working environments nowadays are multi-work, multi-role and multistimulation. The emotion issue of employees is held in high regard today for organizations since people get in touch with each other more frequently. Among them, supervisors’ emotion helping plays an important role in this situation. Moreover, how supervisors’ behaviors affect subordinates, followed by the impact on organization is crucial when it comes to leadership. Based on pervious cognitive knowledge of emotion helping related studies and conservation of resources theory, the main focus of this. 政治大 with personal resources and the distinctive mediating mechanisms that may explain 立 research is to examine whether supervisors’ emotion helping behaviors are associated. subordinates’ subjective well being and work fatigue, as well as the classification of. ‧ 國. 學. emotion helping behaviors. Furthermore, understanding the moderating role of power. ‧. distance orientation according to broad social impact theory. This study is conducted by questionnaire survey and received 152 replies from subordinates. The results. y. Nat. sit. indicated that personal resources mediated the relationship between emotion helping –. n. al. er. io. subjective well-being and emotion helping – work fatigue while subordinate power. i n U. v. distance orientation play a moderated role between emotion helping and personal. Ch. engchi. resources. This study contributing to the implications for organizational researches and managerial practices. Furthermore, limitation and future direction were being discussed at the end of this paper.. Key words: Emotion helping; Conservation of resources theory; Personal resources; Subjective well being; Work fatigue; Social impact theory; Power distance orientation. ii.

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