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| Title: | 威脅與懇求—員工知覺主管情緒勒索對工作相關結果變項的影響效果：基本心理需求的中介作用
Intimidation and Appealing – The Impacts of Employee's Perceptions of Supervisory Emotional Blackmail on Work-Related Outcomes: The Mediating Roles of Basic Psychological Needs |
| Authors: | 莊貿鈞
Chuang, Mao-Chun |
| Contributors: | 林姿葶
Lin, Tzu-Ting
莊貿鈞
Chuang, Mao-Chun |
| Keywords: | 主管情緒勒索
基本心理需求
工作退縮
主管不安全依附
Supervisory emotional blackmail
Basic psychological need
Work withdrawal
Insecure attachment to supervisor |
| Date: | 2025 |
| Issue Date: | 2025-08-04 14:05:47 (UTC+8) |
| Abstract: | 主管情緒勒索作為一項有力的人際操弄手段，時常被主管用於操弄員工，然而其效力背後卻可能對員工表現、人際關係以及心理健康造成損害。學界至今已逐漸釐清主管情緒勒索之定義並發展出相應研究工具，甚至區分出威脅導向與懇求導向兩種截然不同的主管情緒勒索，但對於兩種導向職場情緒勒索對員工的影響，以及作用於其中的心理機制，尚待更多實徵研究深入剖析。故本研究認為員工的基本心理需求挫折與滿足，可分別作為知覺威脅導向主管情緒勒索以及知覺懇求導向主管情緒勒索之心理機制，中介情緒勒索對於工作退縮、對主管不安全依附之影響效果。本研究透過兩階段問卷調查，研究對象為與現任主管共事3個月以上之在職工作者，共蒐集335筆有效樣本，並使用結構方程模式分析檢驗假設。結果顯示，知覺威脅導向主管情緒勒索與基本心理需求挫折有顯著正向關聯，且基本心理需求挫折作為中介變項，顯著中介知覺威脅導向主管情緒勒索與員工工作退縮、對主管不安全依附之正向關聯；知覺懇求導向主管情緒勒索與基本心理需求滿足亦有正向關聯，且基本心理需求滿足作為中介變項，顯著中介知覺懇求導向主管情緒勒索與對主管不安全依附之負向關聯。整體而言，本研究將主管情緒勒索研究焦點，自作為勒索者之主管延伸至作為被勒索者之員工，擴展主管情緒勒索與基本心理需求之理論意涵，凸顯兩種導向主管情緒勒索對於員工和主管關係間影響差異，並提供管理實務規劃上對主管情緒勒索的參照依據。
As an effective manipulation, supervisory emotional blackmail is usually performed by supervisors to manipulate employees. However, it leads to the potential harm on employees’ performance and interpersonal relationship. To clarify the detrimental effect of supervisory emotional blackmail, previous researches have defined the concept of supervisory emotional blackmail and further developed the operational measure, particularly distinguishing intimidation-oriented emotional blackmail (EBI) and appealing-oriented emotional blackmail (EBA). Despite these developments, there are only limited empirical researches exploring the impact of these two orientations of emotional blackmail on employees and the underlying psychological mechanisms. Drawing on self-determination theory, we suggest basic psychological frustration (NF) and satisfaction (NS) function as the mechanism between employees’ perception of supervisory emotional blackmail and its outcome (i.e. work withdrawal (WW), insecure attachment to supervisor (SA)). The hypothesized model was examined through structural equation modeling, with two-wave data collected from 335 employees, while all of them have worked with their supervisors for at least 3 months. Result shows the significant positive association between EBI and NF, and NF significantly mediates the relationship between EBI and the employee outcomes. Instead, EBA significantly and positively associates with NS, and NS significantly mediates the relationship between EBA and SA. Overall, this study extends the focus of supervisory emotional blackmail from supervisors to employees, contributes to the literature of supervisor emotional blackmail field and basic psychological need, and offers empirical insights for management practices. |
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| Description: | 碩士
國立政治大學
心理學系
112752019 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0112752019 |
| Data Type: | thesis |
| Appears in Collections: | [心理學系] 學位論文
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