本研究採用問卷調查法，以台灣地區之在職人士為研究對象，共計244筆資料，旨在探討自戀特質與情緒耗竭之關聯性，並以嫉妒他人、被他人嫉妒之感受為中介變項，幽默作為調節變項，分析是否對情緒耗竭具有調節式中介效果。研究結果顯示：(1)自戀特質與情緒耗竭間的正向關係不顯著；(2)自戀與嫉妒他人間具有顯著負向關係；(3)自戀與被他人嫉妒之感受間具有顯著正向關係；(4)嫉妒他人的負面情緒與情緒耗竭間具有顯著正向關係；(5)被他人嫉妒之感受與情緒耗竭間的正向關係不成立；(6)嫉妒在自戀與情緒耗竭間具有中介效果；(7)被嫉妒在自戀與情緒耗竭間之中介效果不顯著；(8)幽默在自戀與嫉妒他人之間具顯著正向調節效果；(9)幽默在自戀與感到被嫉妒之間的負向調節效果不顯著；(10)嫉妒與幽默在自戀與情緒耗竭間扮演調節式中介的角色；(11)被嫉妒與幽默對自戀與情緒耗竭之調節式中介作用不顯著。 透過增進對「人性」的認識，本研究以管理者的角度提供組織更多元的治理思維，期望能縮小自我認知與他人對自己認知的差異，進而改善團隊氛圍、促進凝聚力與員工創新力，最終達到降低離職率的效果。 ;In this study, 244 data were used to investigate the relationship between narcissism and emotional exhaustion among people who work in Taiwan. The study used envy of others and feelings of being envied as mediator variables and humor as a moderator variable to analyze the moderated mediation effect on emotional exhaustion. The results showed that : (1) narcissism was positively correlated with emotional exhaustion but was not significant; (2) narcissism was negatively correlated with envy of others; (3) narcissism was positively correlated with feelings of being envied; (4) envy of others was positively correlated with emotional exhaustion; (5) the correlation between feelings of being envied and emotional exhaustion was not significant; (6) envy of others has a mediating effect between narcissism and emotional exhaustion; (7) feelings of being envied had no mediating effect between narcissism and emotional exhaustion; (8) humor had a significant positive moderating effect between narcissism and envy of others; (9) the negative moderating effect of humor between narcissism and feelings of being envied was not significant; (10) envy of others and humor had a moderated mediation effect between narcissism and emotional exhaustion; (11) feelings of being envied and humor didn’t have a significant moderated mediation effect on narcissism and emotional exhaustion. Better understanding human behavior can diversify the way we think as managers when leading in an organization. The idea is to reduce cognitive differences between employees’ self-perceptions and others’ perceptions of them to improve team cohesiveness and facilitate innovation, ultimately reducing turnover rate.
