本文旨在探討差序式領導(關係、忠誠、才能)、權力距離及情緒勞動間的關係。由於職場中人際互動，會有調節情緒的需求，本文以員工歸類模式為基礎，探討部屬是否會依據其與主管的關係親疏、忠誠與才能高低，而對主管做不同程度的情緒勞動，並探討權力距離的高低，是否會調節影響差序式領導與表層暨深層情緒勞動的關係。
本研究採用問卷調查，以便利抽樣的方式發放紙本問卷160份及電子問卷60份。研究對象以國營事業單位及公家機關員工為問卷發放對象。研究結果顯示權力距離會調節影響部屬知覺其與主管的關係親疏對展現自己的表層演出及深層演出，均呈現顯著預測效果。另權力距離亦會正向調節知覺自身才能和深層勞動演出呈現顯著預測效果。最後，本研究依據分析結果提出管理實務意涵並說明研究限制與未來研究方向。

The purpose of this paper is to explore the relationship between disordered leadership (relationship, loyalty, talent),power distance and emotional labor. Because of interpersonal interaction in the workplace, there will be emotional needs, this paper based on the staff classification model to explore whether the subordinates will be based on their relationship with the director of affinity, loyalty and talent level, and to do varying degrees of emotional work, and And explore whether the distance between the power and distance will affect the relationship between the leadership and the deep emotional work.
In this study, 160 questionnaires and 60 electronic questionnaires were distributed by means of a questionnaire. The subjects of the study were employees of public institutions and public institutions. The results show that the power distance will affect the perception of subordinates and the relationship between the parent and supervisor of the affinity to show their own superficial performance and deep performance, have a significant predictive effect. Another power distance will also be a positive adjustment to the perception of their own ability and deep labor performance show significant predictive effect. Finally, this study puts forward the meaning of management practice based on the analysis results and explains the limitations of research and future research directions.

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