企業組織憑藉優良的人才資本，以快速因應知識經濟時代下變化莫測的競爭局勢，如何留守人才，組織的管理方式不應再是呆板的軍事化教育，因為此種不當督導方式，易使得員工產生無意留在組織內的想法、無心奉獻並有退卻行為的出現，而在無法宣洩心中不滿的高漲情緒的情形下，甚至導致優秀人才離開企業。但相對地，若員工因礙於經濟依賴而無法逃離此種主管壓力的情況下，為了讓主管對自己的辱罵減少或印象改觀，可能會採取一些手段來捍衛自己，此時印象管理行為即為其中一項策略。因此，本研究試圖以表層演出與深層演出為中介變項，探討不當督導行為各與印象管理、退卻行為間的心理歷程，探討員工遭受到不當督導行為後，會對自身所造成的衝擊與自身可能會採取的手段。
本研究以方便抽樣方式，抽取262位樣本，此樣本並不侷限於特定職業或產業，但皆為在職員工且有直屬主管者，作為本研究的研究對象來探討其感受到的不當督導行為對印象管理、退卻行為的影響，並進一步探討表層演出和深層演出的中介效果。迴歸分析的結果發現，不當督導能預測表層演出與深層演出，表層演出與深層演出也各能預測印象管理與退卻行為；且表層演出在不當督導與印象管理間具有部分中介效果、深層演出在不當督導與退卻行為間亦具有部份中介效果。最後本研究根據研究結果，進一步說明研究限制、未來研究方向及實務意涵。

Organizations rely on excellent human capital, in order to respond the rapidly competitive environment. The most important issue is how to keep these excellent employees. Organizational management should not be militarized education. The managers take abusive supervision will make employees have intension to leave easily and also have no idea to contribution. Employees might display withdrawal behavior. Otherwise, employees should not express dissatisfied emotion directly, or will make impressive employees leave the organization. In contrast to all of the above, if employee can not escape due to they depend on the organizational for pay.
In order to change the manager impression for themselves and decrease abusive supervision, employees would take some impression management strategy to defend themselves. Therefore, I took surface acting as the mediator and try to discuss the mental processes between abusive supervision and impression management. Otherwise, I took deep acting as the mediator and try to discuss the mental processes between abusive supervision and withdrawal behavior. Finally, I discussed when employees had encountered the manager abusive supervision, they could take some strategy to defend themselves.
262 current employees are recruited by convenience sampling. Sampling is not limited to specific industry or vocation, but each employee match their own direct supervisors. According to the prediction, abusive supervision not only can effect positively surface acting, but also negatively deep acting. And not only surface acting can positively predict the impression management, and deep acting can negatively predict withdrawal behavior. In addition, not only the surface acting has the partial mediation effects between abusive supervision and impression management, but also the deep acting has the partial mediation effects between abusive supervision and withdrawal behavior. Implications for future research and implication for application of this study were further discussed in the end.

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