儘管過去文獻已指出主管的不當督導應會讓員工在職場上退縮，但主管的不當督導究竟是「如何」以及「何時」影響員工的職場退縮，其中的心理歷程仍不清楚。本研究借鑒「不確定管理理論」的觀點，探討員工的組織公平知覺在主管不當督導與員工職場退縮（工作退縮、職業退縮）之間的中介效果，以及員工的工作不確定性（情境因素）與情緒不確定性（特質因素）在此中介歷程中的調節效果。本研究採用問卷調查法，並透過二個不同的實徵研究進行驗證。研究一以軍隊組織的123位軍職人員為研究樣本，採跨時點員工自評的方式進行問卷施測。研究結果顯示主管的不當督導確實會透過員工的組織公平知覺以預測員工的工作退縮與職業退縮。但並未發現工作不確定性的區分性調節效果，在工作不確定性高（高不確定性）時，組織公平知覺不論對於員工的工作退縮或職業退縮，其負向關係均會較強；此時主管不當督導也才會透過組織公平知覺，進而預測員工的工作退縮與職業退縮。研究二則以一般企業組織的163位全職員工為研究對象，採跨時點員工－同事對偶方式進行問卷施測。研究結果顯示主管的不當督導會透過員工的組織公平知覺以預測員工的職業退縮，但不會預測員工的工作退縮。在情緒不確定性高（高不確定性）時，組織公平知覺對於員工工作退縮與職業退縮的負向關係會較強；此時主管不當督導也才會透過組織公平知覺，進而預測員工的職場退縮工作退縮與職業退縮。最後，提出研究結果之理論意涵、實務運用、研究限制及未來研究方向。

Although past research has showed that abusive supervision may lead to employees’ workplace withdrawal, the psychological process regarding “how” and “when” abusive supervision is associated with employees’ workplace withdrawal is not clear. Drawing on “uncertainty management theory,” we explored the mediation effect of employees organizational justice perception on abusive supervision and employees workplace withdrawal (work withdrawal and job withdrawal), and we also examined the moderated effect of employees job uncertainty (situational factors) and emotional uncertainty (personality factors) on this mediation process. We used questionnaire survey and tested hypotheses through two different empirical studies. In study 1, we collected data in military organizations at two time-points and obtained 123 usable observations for hypothesis testing. The results showed that abusive supervision predicts employees’ workplace withdrawal through the perception of organizational justice, but we did not find the differential moderation effect of job uncertainty. Moreover, the mediation effect of the perception of organizational justice on the relationship between the abusive supervision and employees workplace withdrawal (work withdrawal and job withdrawal) was significant only for employee with high job uncertainty (high uncertainty), not for employee with low job uncertainty (low uncertainty). In study 2, we collected data in general organizations at two time-points and obtained 163 usable observations for hypothesis testing. The results showed that abusive supervision only predict employee work withdrawal through the perception of organizational justice, not employee job withdrawal. Moreover, the mediation effect of the perception of organizational justice on the relationship between the abusive supervision and employees workplace withdrawal (work withdrawal and job withdrawal) was significant only for employee with high emotional uncertainty (high uncertainty), not for employee with low emotional uncertainty (low uncertainty). Finally, we discussed the implications of the findings, limitations, future research directions, and managerial implications at the end of this paper.

中文部分
王雅楓、邱申玉、胡惠美、張庭嘉、梁尹柔、廖紘億、吳宗祐 (2013，11月)。由主管不當督導到員工職場退卻行為：不確定管理理論的觀點。台灣科技大學，2013年第十二屆台灣科技大學管理新思維研討會，台北市。
吳宗祐 (2008)。由不當督導到情緒耗竭：部屬正義知覺與情緒勞動的中介效果。中華心理學刊，50(2)，201-221。
郭建志、蔡育菁 (2012)。組織挫折與職場退縮：主管不當督導與工作內外控之研究。中華心理學刊，3(54)，293-313。
廖紘億、郭洧棋、吳宗祐 (2014)。主管支持如何造就滿意員工?不確定管理理論的觀點。人力資源管理學報，14(1)，23-52。
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