本研究之目的在探討主管之工作不安全感及職業壓力、知覺主管不當監督、工作敬業心和員工創新行為之關係，研究對象以研發部門之主管與部屬為對象，回收配對問卷，研究者共發出主管紙本問卷共計90份，部屬紙本問卷270份，並輔以電子檔和網路問卷共36組，總計回收有效問卷共133組配對問卷。

研究方法採敘述性統計分析、因素分析、內部一致性分析、複迴歸分析及路徑分析來檢測各構面間的假設關係，結果顯示：(1)主管之工作不安全感和職業壓力時，與其不當監督行為的呈正向相關。(2)部屬知覺主管不當監督之感受越強烈時，會降低其工作敬業心。(3）員工敬業心的程度越高，會正向提升員工創新行為的頻率和產出。 (4) 主管工作不安全感和職業壓力會透過對部屬知覺主管不當監督的中介效果，負向影響工作敬業心。(5)部屬知覺主管不當監督會透過對工作敬業心的中介效果，負向影響員工創新行為。

依據研究結果對管理實務提出二項建議：(1)未來可多方面探討不當監督可能形成的因素有何，以完善學界之相關論文，並藉以協助業界釐清不當監督背後所發生的真正原因。(2)企業應該更加注重職場心理健康的議題，並提供相關配套措施，以協助高工作不安全感及高職業壓力的職工。

The study investigated the relationship among supervisor's job insecurity, job stress, abusive supervision, employee’s job engagement and innovative behavior. The author distributed 90 questionnaires for supervisors and 270 questionnaires for employees who work in research and development department. In all, questionnaires were completed by the 83 supervisor and 133 employees and analyzed by factor analysis, internal consistency analysis, regression analysis and path analysis to measure the relationship among the constructs.

Research results found that: (1) Supervisor’s job insecurity and work stress was positively related to employee’s perception of abusive supervision. (2) Employee’s perception of abusive supervision was negatively related to their job engagement. (3) Employee’s job engagement was positively related to their innovative behavior. The results provide an idea that encourages researchers to explore other possible factors which cause abusive supervision in the future.

誌謝 ii
摘 要 iii
Abstract iv
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 工作不安全感 5
第二節 職業壓力 7
第三節 不當監督 10
第四節 工作敬業心 14
第五節 員工創新行為 18
第六節 各構面之間的關係探討 19
第三章 研究設計 27
第一節 研究架構 27
第二節 研究假設 28
第三節 研究變項之操作性定義與衡量 29
第四節 抽樣及樣本分析 34
第五節 資料分析與流程 37
第四章 研究結果分析與討論 39
第一節 信度與效度分析 39
第二節 研究變項基本特性資料分析 47
第三節 各研究構面間之複迴歸分析 56
第四節 研究假設檢定結果 65
第五章 結論與建議 67
第一節 研究結論 67
第二節 實證意涵與貢獻 70
第三節 研究限制與未來研究建議 72
參考文獻 76
附錄 研究問卷 88

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