心情調整意指人處於正向心情時，會傾向維持當下的好心情，透過轉換認知或從事某些行為的方式來延長持續好心情的時間或是加強其強度，即心情維持；相對地，當人處於壞心情狀態時，會想要改善負向心情，藉由從事能改變、降低負向心情的行為，以修復負向心情或減低其程度，即心情修復。本研究擬針對員工在職場中是如何調適其每日工作心情的機制加以釐清，並探究不同類別的心情調整行為，對於心情維持或修復的效果，是否有所差異。
首先，本研究透過訪談、問卷調查的方式，蒐集員工在職場的心情調整行為事例，再依其內涵與性質歸納、區分出不同類別的心情維持或修復行為，並發展為衡量每日心情調整行為的工具。其次，本研究採用經驗抽樣法的研究設計，選擇108名企業內的實務工作者測試，藉由收集兩週共10個工作天的資料，共獲得1029筆每日有效樣本資料供研究分析。階層線性模式分析結果發現：每日初始正向工作心情會透過專注工作、做輕鬆的事，以維持每日後續正向工作心情；每日初始正向工作心情亦會透過專注工作、做輕鬆的事，以修復每日後續負向工作心情。此外，每日初始負向工作心情會透過減少與同事閒聊，以降低每日後續負向工作心情。

Mood regulation includes two types of regulation processes: mood maintenance and mood repair. The former means that individuals tend to maintain their positive moods by engaging in certain behaviors or changing cognitions, whereas the latter means that individuals try to improve or reduce their negative moods through taking certain behavior actions. The present study is designed to explore how employees engage in mood regulation at the workplace, and clarify how different mood regulation behaviors can lead to the mood maintenance or mood repair processes.
First, the present study used interview and questionnaires to collect the examples of employee mood regulation behaviors at work. Moreover, based on different patterns and characteristics of these behaviors, I distinguished them into different types of mood maintenance or mood repair behaviors, and then developed the measures of mood regulation based on these behaviors.
Second, this study used the experience sampling design to collect the daily data (i.e., start-of-workday mood, mood maintenance, mood repair, and subsequent mood) from 108 actual employees across two weeks (10 working days；Monday to Friday). Totally, I had 1029 valid daily responses. The results of hierarchical linear modeling analyses showed that start-of-workday positive moods positively predict subsequent positive moods and negatively predict subsequent negative moods through concentrating on work and doing easy things (i.e., mood maintenance behaviors). On the other hand, start-of-workday negative moods negatively predict subsequent negative moods by reducing chatting with colleagues (i.e., mood repair behaviors).

論文審定書........................................................... i
誌謝..................................................................... ii
中文摘要.............................................................. iii
英文摘要.............................................................. iv
目錄..................................................................... v
圖次..................................................................... vi
表次..................................................................... vi
第一章 緒論....................................................... 1
第一節 研究背景與動機...................................... 1
第二章 文獻探討................................................ 4
第一節 心情的意義與內涵.................................. 4
第二節 心情調整：心情維持與心情修復的觀點 ............. 5
第三節 員工初始工作心情與後續心情的關連性：
心情維持行為的中介效果.................................... 8
第四節 員工初始工作心情與後續心情的關連性：
心情修復行為的中介效果.................................... 10
第三章 研究方法............................................................. 12
第一節 研究架構與研究假設............................................ 12
第二節 研究對象與施測程序............................................ 14
第三節 研究工具............................................................. 16
第四節 資料分析方式...................................................... 21
第四章 研究結果與討論................................................... 22
第一節 樣本描述............................................................. 22
第二節 主要變數敘述統計分析........................................ 22
第三節 每日初始工作心情與心情調整行為之關係............ 24
第四節 心情調整行為與每日後續工作心情之關係............ 25
第五節 心情維持行為與心情修復行為的中介效果............ 27
第五章 研究結論與建議................................................... 29
第一節 研究主要發現...................................................... 29
第二節 研究意涵與理論貢獻............................................ 32
第三節 管理意涵.............................................................. 35
第四節 研究限制與未來研究建議..................................... 37
參考文獻............................................................................ 40
一、中文文獻..................................................................... 40
二、英文文獻..................................................................... 40
附錄：研究問卷.................................................................. 47

圖 次
圖3-1 研究架...................................................................................12

表 次
表3-1 心情維持與心情修復行為事例................................................17
表3-2 心情調整行為量表的探索性因素分析及信度分析結果.............18
表4-1 個人內層次(Level-1)相關係數..................................................23
表4-2 個人層次(Level-2)相關係數......................................................23
表4-3 每日初始工作心情與心情調整行為之階層線性模式之結果......25
表4-4 心情調整行為與每日後續工作心情之階層線性模式之結果......26
表4-5 Sobel Test之結果...................................................................28
表5-1 本研究假設進行分析後之結果................................................31

一、中文文獻
劉惠茹 (2004)。員工正向心情與工作績效關聯性之中介歷程探討。國立台灣大學商學研究所碩士論文，未出版，台北。
張惟茜 (2013)。一日之計在於晨？探討影響每日起始工作心情的前因變數。國立中山大學人力資源管理研究所碩士論文，未出版，高雄。
黃仙麗 (2012)。壞心情也能帶來好結果？探討服務人員負向心情、對顧客偏差行為與客觀工作績效之關係：正向心情、人格特質與知覺主管支持的干擾效果。國立彰化師範大學人力資源管理研究所碩士論文，未出版，彰化。
紀乃文、張火燦、黃仙麗 (2012)。工作場域中的情感雙歧：探討服務人員情感雙歧與其服務品質及工作滿意度之關係。人力資源管理學報，12 (1)，1-23。
張華季 (2007)。組織中即時通訊與工作行為：社會資本的中介效果。中原大學心理學研究所學位論文，未出版，桃園。
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東森新聞 (2012年2月22日)。員工每月可請4小時情緒假，幸福企業揪感心。東森新聞雲。檢自http://www.ettoday.net/news/20120222/26839.htm。
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