近年來，職場情緒勒索已成為職場中常見的管理議題，主管與部屬間的互動關係為部屬是否離職的重要決定因素，主管不良的管理能力所造成的巨額成本，已成為組織無法再持續忽視下去的問題。而情緒勒索可分成「威脅導向」及「懇求導向」兩種類型，故本研究以職場情緒勒索為核心，探討此二種情緒勒索類型與強迫性組織公民行為和組織挫折彼此間之關係，並加入多工時間觀與內疚傾向作為調節變項，了解員工個人對工作方式的信念與人格特質將帶來何種影響。 本研究以「與直屬主管共事一年(含)以上的台灣企業正職員工」為研究對象，採取線上問卷形式進行資料蒐集，共回收384份有效問卷。研究結果顯示，(1)威脅導向及懇求導向情緒勒索皆與強迫性組織公民行為呈正向關係。(2)組織挫折分別與威脅導向、懇求導向情緒勒索和強迫性組織公民行為呈正向關係。(3)威脅導向情緒勒索對組織挫折、強迫性組織公民行為的正向影響皆大於懇求導向情緒勒索對組織挫折、強迫性組織公民行為的正向影響。(4)強迫性組織公民行為在威脅導向情緒勒索與組織挫折之間具中介作用。(5)強迫性組織公民行為在懇求導向情緒勒索與組織挫折之間亦具中介作用。(6)多工時間觀會正向調節強迫性組織公民行為與組織挫折間的正向關係。(7)內疚傾向在強迫性組織公民行為與組織挫折之間則不具有調節作用。因此，本研究將基於這些發現，提出相關實務意涵與建議，藉以降低員工於組織中的挫折感。;In recent years, workplace emotional blackmail has become a common management issue, with the interaction between supervisors and subordinates being a critical factor influencing employees′ decisions to leave their jobs. The substantial costs resulting from poor management capabilities of supervisors have become a pressing issue that organizations can no longer ignore. Emotional blackmail can be categorized into "intimidation oriented" and "appealing oriented" types. Therefore, this study focuses on these two types of emotional blackmail and explores their relationships with compulsory citizenship behavior (CCB) and organizational frustration, incorporating polychronicity and guilt-proneness as moderating variables to understand how employees′ beliefs about work methods and personality traits influence these relationships. This study targeted full-time employees in Taiwanese enterprises who have worked with their supervisors for at least one year, collecting data through an online survey, with a total of 384 valid responses. The results show that (1) both intimidation oriented and appealing oriented emotional blackmail are positively related to CCB. (2) Organizational frustration is positively related to intimidation oriented emotional blackmail, appealing oriented emotional blackmail, and CCB. (3) The positive impact of intimidation oriented emotional blackmail on organizational frustration and CCB is greater than the positive impact of appealing oriented emotional blackmail on organizational frustration and CCB. (4) CCB mediates the relationship between intimidation oriented emotional blackmail and organizational frustration. (5) CCB also mediates the relationship between appealing oriented emotional blackmail and organizational frustration. (6) Polychronicity positively moderates the relationship between CCB and organizational frustration. (7) Guilt-proneness does not moderate the relationship between CCB and organizational frustration. Based on these findings, this study proposes relevant practical implications and recommendations to reduce employees′ frustration within organizations.
