本計畫基於資源保存理論驗證正、負向領導對員工工作領域及家庭領域產生之影響，藉此了解及驗證正負向領導、深層演出、以及員工態度與行為之涓滴歷程。其次，在外溢-橫越模式之驗證上，本研究亦進一步釐清員工在工作所經歷之工作敬業與工作-家庭增益之關係，以及藉由員工伴侶之認知，驗證工作-家庭增益、伴侶知覺員工邊界管理能力之關係。本研究利用兩階段問卷施測時間蒐集332分有效資料進行統計分析，分析結果發現正向之真實領導與深層演出具有顯著正向關係、員工知覺主管無禮與深層演出具有顯著負向關係、深層演出與工作敬業具有顯著正向關係、工作敬業對工作-家庭增益具有顯著正向關係、以及工作-家庭增益對伴侶知覺員工邊界管理能力具有顯著正向關係。 Grounded in conservation of resources and boundary management theory, trickle-down effect and spillover-crossover model were adopted to examine the relationships among positive and negative leadership, deep acting, work-family enrichment, work engagement, boundary management ability. Two-phase data collecting was adopted and finally we collect 332 pairs data to verify hypotheses. We found that authentic leadership positively influences deep acting; supervision incivility negatively influences deep acting; deep acting positively influences work engagement; work engagement positively influences work-family enrichment; and work-family enrichment influences boundary management ability. This study will provide theoretical and managerial suggestions.
