本研究試圖用兩個研究來探討誰將工作敬業在組織中傳遞開，並且驗證其傳遞的邊界條件。在研究一中，探討上對下傳遞的涓滴效果，探討主管的工作敬業傳遞至部屬的工作敬業，同時以部屬的情緒感染性與部屬知覺主管對工作敬業賞識性作為調節效果。在研究二，本研究試圖以涓滴-漣漪的模型整合主管、網絡中心者以及其他團隊成員在敬業傳遞的關係。接著，本研究以情緒感染性與部屬知覺工作敬業受到組織的賞識性作為調節效果。其中，網絡中心者的情緒感染性與部屬知覺工作敬業受到組織的賞識性在主管敬業與網絡中心者敬業的關係中扮演調節的角色，而其他團隊成員的情緒感染性與部屬知覺工作敬業受到組織的賞識性在網絡中心者敬業與團隊成員敬業的關係中扮演調節的角色。藉由這個調節式中介模型的探討以瞭解涓滴-漣漪模型的邊界條件。本研究研究一蒐集197對主管部屬對偶資料，研究二蒐集32個團隊，包含117為團隊成員與32位主管。結果的部分，研究一，主管的工作敬業會傳遞至部屬的工作敬業，以及當部屬有較高的情緒感染性，及知覺主管的工作敬業受到組織的賞識的程度較高時，會加強主管敬業與部屬敬業的關係。研究二，網絡中心者敬業會傳遞至團隊成員，且主管的工作敬業會透過網絡中心者的敬業，進而傳遞至其他團隊成員的敬業，且這個中介效果會受到情緒感染性與知覺工作敬業受到組織賞識的調節。

This study attempted to use two studies to investigate who transfer the work engagement in organization, and verify the boundary conditions. In study 1, I adopted trickle down model to examine supervisor work engagement transfer to their subordinate. Also, I use subordinate’s emotional contagion and perceived supervisor rewarding engagement as moderators. In study 2, I attempted to use trickle-ripple model to integrate the relationships among supervisor engagement, network central actor engagement, and subordinate engagement. Besides, I use emotional contagion and perceived organization rewarding engagement as moderators. For specifically, emotional contagion and perceived organization awarding engagement from network central actor will moderate the relationship of supervisor engagement and network central actor engagement; emotional contagion and perceived organization awarded engagement from subordinate will moderate the relationship of network central actor engagement and subordinate engagement. In study 1, the sample includes 267 dyadic date from supervisor and subordinate. In study 2, the sample includes 32 work groups involving 117 team members and 32 supervisors. The results of study 1 indicate that supervisor engagement have positive significant effect on subordinate engagement, such relationship moderated by emotional contagion and perceived supervisor rewarding engagement. The results of study 2 indicate that network central actor engagement have positive significant effect on subordinate engagement. Also, network central actor engagement have mediated the relationship of supervisor engagement and team member engagement. Besides, the moderated mediation model is supported. Implications for future and practice are discussed.

卓秀足與楊仁壽（2011）。網絡中心者心情與團體效能--工作團體心情的中介效果。組織與管理，第4卷第1期，81-127。
張媛婷、黃雨柔、邱巧軒、王俞鈞、李少仁、吳宗祐 (2013)。什麼時候工作敬業會傳播給同事？情緒感染與知覺敬業賞識性的調節探討。論文發表於「2013年新思維研討會」。台北：台灣科技大學。
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