本研究根據反芻思考認知理論的觀點，將主管的不當督導行為建構為員工在職場上追求任務執行或與主管社會互動過程中的受挫經驗，藉以探討不當督導透過反芻思考認知對員工長期負向情感狀態的影響。此外，本研究還探究部屬核心自我評價特質對於上述中介機制的調節效果。本研究透過不同時間點（間隔一個月）的問卷調查方式，蒐集194份全職員工的樣本。透過階層迴歸分析與條件式間接效果分析，本研究發現反芻思考認知會中介不當督導與部屬長期負向情感狀態之間的關係。此外，本研究還證實部屬的核心自我評價特質會調節不當督導透過反芻思考認知，進而對部屬長期負向情感狀態產生影響的中介效果。最後，針對研究結果，本研究提出相關研究意涵.
Drawing on cognitive theories of rumination, this study conceptualized abusive supervision as failed experience regarding employees' pursuit of task and social goals at work and examined the mediating role of cognitive rumination on the relationship between abusive supervision and subordinates' long-term negative affective states. In addition, we also explored the moderating role of subordinates' core self-evaluations traits on the indirect effect of abusive supervision on subordinates' long-term negative affective states via cognitive rumination. The data was collected from 24 companies of different industries in Taiwan, consisted of 194 matched data. We used hierarchical regression analysis and conditional indirect analysis to test our hypotheses. Results showed that cognitive rumination mediated the relationship between abusive supervision and subordinates' long-term negative affective states. Further, conditional indirect analyses demonstrated that subordinates' core self-evaluations traits moderated the strength of the indirect effect of abusive supervision on subordinates' long-term negative affective states via cognitive rumination. Accordingly, based on our findings, theoretical and practical implications, limitations and future research are discussed
