過去研究雖然發現團隊情感氛圍 (group affective tone)能有效預測團隊成員的助人行為、團隊創造力、團隊缺席率與離職等重要變數，但在概念上或是理論上仍有許多未釐清之處。因此，本研究擬針對下列的文獻缺口加以探討：(1) 探討影響正/負向團隊情感氛圍形成的前因變數，釐清有哪些變數會影響團隊情感氛圍的形成；(2) 探討不同時間點正/負向團隊情感氛圍的動態改變及情感事件的干擾效果；(3) 探討正/負向團隊情感氛圍與團隊績效的因果關係；由於單一研究不易同時兼顧上述三個研究目的，因此本研究將以三個研究分別針對上述目的加以探討。 在研究一，本研究以101個學生團隊做為樣本 (523位成員)，路徑分析的結果發現，團隊成員的年齡、教育背景多元化，會透過負向影響群體認同、進而強化負向團隊情感氛圍。此外，知覺團隊間競爭、成員的迎合、自我表現印象管理策略，則會透過正向影響群體認同、進而強化正向團隊情感氛圍。在研究二，本研究則以44個大學部、碩士班學生組成的團隊做為樣本 (和研究一的樣本獨立，成員為215人)，階層線性模式分析的結果指出，正、負向團隊情感氛圍在跨時間點確實會產生動態改變，且前期的正/負向團隊情感氛圍均能顯著影響後期的正/負向團隊情感氛圍。且前後期間發生的負向情感事件，亦會減弱前、後期正向團隊情感氛圍之間的正向關係。最後，在研究三，本研究以81個高科技產業研發團隊做為樣本 (包括259位團隊成員及81位主管)，交叉延遲貫時性分析 (cross-lagged panel analysis, CLPA)的結果指出，前期的正向團隊情感氛圍對後期團隊績效有顯著正向影響，而前期團隊績效對於後期正向團隊情感氛圍，也有顯著的正向影響。整體而言，本研究之假設大多符合理論預期，而研究結果對團隊情感氛圍、團隊多元化、以及印象管理研究的理論意涵與實務貢獻，亦在文中一併加以討論。 / Extending previous research on group affective tone (GAT), three studies were conducted to examine the antecedents, dynamics, and consequences of GAT. In study 1, 101 student teams (523 members) were chosen as the sample. The results of path-analysis showed that team age and educational background diversity decrease group identification, which in turn increases negative group affective tone (NGAT). In addition, perceived intergroup competition, members’ self-promotion and ingratiation impression management tactics increase group identification, which in turn increases positive group affective tone (PGAT). In study 2, 44 student teams (215 members) were selected as the sample, and the experience-sampling method was used to capture the dynamics of GAT (i.e., 6-time repeated measure). The results of hierarchical linear modeling analysis revealed that the T-1 PGAT positively predict T0 PGAT over time; while T-1 NGAT positively predict T0 NGAT over time. Moreover, the negative affective event occurred during T-1 and T0 attenuates the positive relationship between T-1 PGAT and T0 PGAT. In study 3, 81 research and develop teams (259 members and 81 supervisors) were chosen as the sample, and the cross-lagged panel analysis (CLPA) was used to examine the causal association between GAT and team performance. The results of CLPA showed that T1 PGAT has a positive effect on T2 team performance. Additionally, T1 team performance has a positive effect on T2 PGAT. These result suggest that the presence of a reciprocal relationship between PGAT and team performance. All three studies support the proposed theoretical framework.

應徵者處於甄選面談的情境或多或少都會經驗到一定程度的焦慮，過去研究指出焦慮的確會對應徵者行為表現，以及面試官評價產生影響，本研究回顧文獻證據提出焦慮情緒狀態或許應視為造成面試官評價偏誤的來源之一；由情感事件理論的觀點，探討「氣氛營造」與「溫暖行為」能否降低應徵者焦慮情緒狀態對於應徵者行為的影響；以及探討面試官的「面談經驗」和「歸因傾向」對於應徵者行為和面試官評價的調節效果。本研究採取模擬面談法（mock interview），邀請一年內即將謀職的應徵者，以及具面談經驗的業界人士擔任面試官，進行一對一的甄選面談，蒐集應徵者和面試官雙方的配對資料，共計94筆。統計分析結果顯示「面談焦慮情緒狀態」對於「面試官評價」的影響，係完全透過應徵者「焦慮行為」所中介。並未如預期發現面試官「溫暖行為」與「氣氛營造」等行為，削弱應徵者焦慮情緒對其行為的影響，以及「面談經驗」和「歸因傾向」等面試官個人特性調節焦慮行為與面試官評價的負向關係。本研究分別針對應徵者和面試官雙方提出實務建議，以及提出未來可能的研究方向。 / Prior studies found that applicants’ anxious state influence applicants’ behaviors and in turn interviewer evaluations. The present study argues that anxiety may be one of transient errors biasing interviewer evaluations. Taking interpersonal skills and trait anxiety specific to employment interview into account, this study examines the relationship among anxious emotional state, applicants’ behaviors, and interviewer evaluation. Based upon affective event theory as overarching framework, I propose that rapport building and warm behavior of interviewers as affective events may generate applicants’ positive emotion mitigates the negative influence of anxiety state on applicants’ behavior. In addition, prior studies suggested that interview experience and attribution preferences influence information processes of interviewers. These interviewers’ characteristics may minimize the negative impact of applicants’ anxious behavior on interviewer evaluation. Mock interview with 94 perspective applicants at the time in pursuing jobs and 37 EMBA students as interviewer were recruited from 9 universities. Results of regression analyses showed that applicants’ anxious behavior mediate the relationship between anxiety state and interviewer evaluation. However, the moderating effects of rapport building and warm behavior on the relationship between interviewees’ anxiety state and behaviors did not receive support. The effects of applicants’ anxious behaviors on interviewer evaluation do not vary as function of interview experience and attribution preference. Discussions and future suggestions were provided.

目前對於不當督導與部屬後果之關係的心理機制研究，大部分侷限於組織正義的範疇裡，本研究根據情感事件理論，提出部屬之負面情緒在不當督導與部屬反應間的中介角色，不當督導藉由引發部屬的負面情緒，影響其工作滿意、情緒耗竭及離職意圖；本研究進一步探討個人的傳統性、認知再評估情緒調控策略在部屬不當督導知覺和負面情緒之關係的調節效果，此外，研究並假設個人壓抑式與認知再評估情緒調控，會調節部屬負面情感與工作滿意、離職意圖及情緒耗竭的關係。本研究採便利取樣，共收集218筆有直屬主管之在職員工資料，經階層迴歸分析發現，一，憤怒情緒具有中介效果：知覺不當督導關係到部屬憤怒情緒的升高，進而工作滿意低落、情緒耗竭嚴重及離職意圖增加；二，認知再評估能緩衝知覺不當督導與害怕情緒的關係；三，認知再評估高的部屬，其害怕情緒和工作滿意的相關較弱。本研究有助於管理者體認工作情緒在不當督導對部屬影響的重要性，並指出認知再評估情緒調控策略，對於減緩員工負面情緒及負面後果的助益。最後，針對研究限制、未來研究方向提出說明與建議。 / Current examinations of the psychological mechanism of abusive supervision and subordinate consequences focus mostly on organizational justice. According to Affective Event Theory, the present study proposed that subordinates’ negative emotions may mediate the relationship between abusive supervision and subordinate job satisfaction, emotion exhaustion, and intention to leave. Further, the study investigated the moderating effect of subordinates’ traditionality and two emotion regulation strategies, cognitive reappraisal and expressive inhibition, in the above relationships. Hierarchical regression analyses on data collected from a sample of 218 full-time employees in Taiwan were used to test the proposed hypotheses. Results show that anger mediated the positive relationship between abusive supervision and employee outcomes such that abusive supervision is positively correlated with subordinates’ anger, which further leads to lower job satisfaction, higher emotion exhaustion and intention to leave. Second, cognitive reappraisal moderated the relationship between abusive supervision and subordinates’ fear as well as the relationship between subordinates’ fear and job satisfaction. Those findings indicated the importance of subordinates’ emotions and the buffering effect of cognitive reappraisal in the relationship between abusive supervision and subordinate consequences. Based on the results of the study, limitations, practional implications and suggestions for future research are discussed.