員工負面行為，例如犬儒主義，仍是管理領域中待解決的重要議題。過去雖然有許多研究探討員工出現犬儒主義行為的原因，但大部分都從脈絡性因素，例如組織、主管、人際層面來探討。本研究則從員工個人角度，以自我調節理論的觀點探討犬儒主義的前因，想了解當員工感受到被同事排擠時，是否會使其自我控制能力降低，進一步產生了犬儒行為。研究同時考慮自我疼惜和主管幽默，是否會強化還是緩和自我控制能量與犬儒主義之間的關係，並提出調節式中介模式。

本研究針對台灣北部都會區美髮產業員工進行兩階段的調查，共收集了292份員工問卷。分析結果顯示：1.排擠與自我控制之間，有顯著負向關係。2.自我控制與犬儒主義之間，有顯著負向關係。3.自我控制在排擠與犬儒主義間，具有部分中介效果。4. 當自我疼惜程度較高時，會強化自我控制與犬儒主義間的負向關係。5. 當主管幽默感程度較高時，會強化自我控制與犬儒主義間的負向關係。最後，提出本研究的理論與實務之意涵，並對未來研究方向提出建議。

Negative employee behaviors, such as cynicism, are still important issues to be resolved in the field of management. Although, numerous studies have sought to explore the reasons for employees’ cynicism, most have discussed this from the viewpoint of contextual factors, such as organization, supervisor, and interpersonal. This study adopts the perspective of employees and explores the antecedents of cynicism based on self-regulation. This study investigated whether employees’ self-control is reduced if they are ostracized by colleagues, which further produces cynicism. This study considers whether self-compassion and leader humor will strengthen or moderate the relationship of self-control and cynicism, and proposes a moderated mediation model.

A total of 292 employees of a chain of hairdressers in a northern metropolitan area participated in a two-stage survey. Results revealed that, first, ostracism is negatively associated with self-control; second, self-control is negatively associated with cynicism; third, self-control can mediate the relationship between ostracism and cynicism; fourth, self-compassion moderated the relationship between self-control and cynicism; and fifth, leader humor moderated the relationship of self-control and cynicism. Research limitations and suggestions for future research are also discussed.

第一章、緒論 1
第一節、研究背景與動機 1
第二節、研究問題與目的 5

第二章、文獻探討與假設推論 7
第一節、自我調節理論 7
第二節、犬儒主義 13
第三節、 排擠 17
第四節、 自我疼惜 20
第五節、 主管幽默感 24
第六節、 研究假設之推論 28

第三章、 研究方法 33
第一節、 研究架構 33
第二節、 資料分析工具 34
第三節、 研究樣本 36
第四節、 變數的操作性定義與衡量方法 39

第四章、 研究結果 47
第一節、 區別效度檢定 47
第二節、 相關分析 48
第三節、 迴歸分析與假設檢驗結果 50

第五章、 研究結論與建議 59
第一節、 研究結果與討論 59
第二節、 理論貢獻與實務意涵 61
第三節、 研究限制與未來研究建議 67

參考文獻 71
附錄一：員工問卷（一） 79
附錄二：員工問卷（二） 83

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