| 摘要: | 企業由人組成，人才一是企業長久經營的重要部份。然而目前工作職場壓力大競爭激烈，現代企業經營較多注重績效，公司往往的採一昧的採取高標準的績效要求，卻疏乎主管的不當督導除了是造成離職的原因，而部屬的心理健康才是最大的傷害。本研究之目的是在討論產生毒性情緒的不當督導行為，影響心理健康的歷程中，受到不同人格韌性調節影響效果，本研究之自變項為產毒性情緒的不當督導行為，心理健康為依變項，而人格韌性是否在不當督導與心理健康之間也扮演著調節角色。
本研究對象以一般工作者為例，總共發出350份問卷，問卷回收了340份，問卷回收率為97.14%，剔除填答不完整以及明顯無效問卷之後，有效的問卷共計333份，有效問卷率96.84%。研究結果發現，主管不當督導與員工心理健康之間存在負相關，人格韌性與員工心理健康間存在著正相關，並且在主管不當督導與員工心理健康之間扮演著調節的效果。
本研究結果亦可作為企業主管與員工參考，主管對於績效要求，著重於問題解決，而非彼此謾罵、主管應扮演好員工協助者的角色、被不當督導者，應該學習向上管理，採用問題解決之因應策略，而非情緒因應策略。
Enterprises are composed of people, talent is an important part of the long-term operation of enterprises. However, the current work workplace pressure competition is fierce, modern enterprises operate more attention to performance, the company often take a high standard of performance requirements, but neglect the improper supervision of the supervisor in addition to the cause of separation, and the mental health of the ministry is the biggest harm. The purpose of this study is to discuss the effect of different personality toughness regulation in the course of discussing improper supervision behavior that produces toxic emotions and affecting mental health. The self-altering terms of this study are the improper supervision behavior of toxic emotions, the mental health is the dependent variables, and whether personality toughness plays a regulating role between improper supervision and mental health. In this study, for example, the general workers sent out a total of 350 questionnaires, 340 questionnaires were recovered, the questionnaire recovery rate was 97.14%. Excluding incomplete and manifestly invalid questionnaires, a total of 333 questionnaires were valid, with a valid questionnaire rate of 96.84 per cent. The results show that there is a negative correlation between improper supervision and employee mental health, there is a positive correlation between personality toughness and employee mental health, and it plays a regulating effect between improper supervision of supervisors and employee mental health.
The results of this study can also be used as a reference for business executives and employees, supervisors for performance requirements, focus on problem solving, rather than scolding each other, supervisors should play a good role as employees to assist, improper supervisors, should learn to manage upward, the use of problem-solving strategies, rather than emotional response strategies. |
