本研究旨在探討員工情緒表達對職場幸福感之影響是否會受到職場人際交換的調節。本研究以滾雪球抽樣，蒐集 201 位在職且以團隊為單位工作之員工為研究對象，以進行問卷調查。所使用研究工具則包括職場情緒表達問卷、團隊成員交換關係品質問卷，以及職場社會幸福感問卷，所得資料以描述性統計、t 檢定、單因子變異數分析、簡單迴歸分析、逐步迴歸分析以及階層迴歸分析等統計方法進行分析。本研究發現如下：
一、員工在職場情緒表達上有偏低的傾向。
二、員工在職場人際交換上有偏高的趨勢。
三、員工在職場幸福感上有偏高的趨勢。
四、員工的職場情緒表達在年齡與職業上有顯著差異。
五、員工的職場人際交換在不同性別、年齡、年資與職業上皆無顯著差異。
六、員工的職場幸福感在不同性別、年齡、年資與職業上具有顯著差異。
七、員工的職場情緒表達對其在職場中的職場人際交換並不具有顯著的影響。
八、員工的職場情緒表達對其在職場中的職場幸福感並不具有顯著的影響。
九、員工的職場人際交換對其在職場中的職場幸福感並具有顯著的影響。
十、員工的職場人際交換在其職場情緒表達對職場幸福感的影響上具有調節作用。
    根據以上發現，本研究將進一步提供未來研究及實務上之建議。

This study aims to investigate whether team member exchange relationship moderates the relationship between workplace emotional expressivity and occupational well-being. 201 participants in the workplace were recruited by snowball sampling. They were required to complete the surveys, including Workplace Expressivity Questionnaire, Team-member Exchange Quality Questionnaire and Workplace Social Well-being Questionnaire. The results were analyzed through descriptive statistics, t-test, one-way ANOVA, simple linear regression, stepwise regression and hierarchical regression. The results showed that:
1. The emotion expressivity of employees in workplace is somewhat low.
2. The exchange relationship quality of employees is moderately high.
3. The occupational well-being of employees is moderately high.
4. The emotion expressivity of employees in workplace is significantly affected by their age and profession.
5. The exchange relationship quality of employees is not significantly affected by their gender, age, seniority, and profession.
6. The occupational well-being of employees is significantly affected by their gender, age, seniority, and profession.
7. The effect of the emotion expressivity of employees in workplace upon his/hers exchange relationship quality is not significant.
8. The effect of the emotion expressivity of employees to express emotion in workplace upon his/hers occupational well-being is not significant.
9. The effect of employees exchange relationship quality upon occupational wellbeing is significant.
10. Employee’s team member exchange relationship moderates the relationship between their emotional expressivity and occupational well-being.
Based on the findings above, this paper brought up some suggestions for practice and research in the future.

目錄
第一章 緒論....1
第一節 研究背景與動機....1 
第二節 研究目的....8 
第三節 研究問題....9 
第四節 名詞解釋....10 
第五節 研究範圍與限制....13 
第二章 文獻探討....14 
第一節 職場情緒表達及其相關研究....14 
第二節 職場人際交換及其相關研究....29 
第三節 職場幸福感及其相關研究....40 
第四節 職場情緒表達、職場人際交換與職場幸福感之相關研究....53 
第三章 研究方法與設計....60 
第一節 研究架構....60 
第二節 研究假設....61 
第三節 研究對象....62 
第四節 研究工具....66 
第五節 資料處理....89 
第四章 研究結果與討論....92 
第一節 受試者基本資料分布情形 ....92 
第二節 受試者職場表達、人際交換、職場幸福感現況分析 ....97
第三節 受試者職場表達、人際交換、職場幸福感在背景變項上之差異分析...106 
第四節 職場情緒表達、人際交換、職場幸福感三者間的關係分析....129 
第五節 調節效果分析....145 
第五章 結論與建議....150 
第一節 研究結論....150 
第二節 研究建議....156 
參考文獻....164 
中文文獻....164 
英文文獻....167 
附錄一、團隊成員交換關係品質問卷使用同意....180 
附錄二、問卷初稿....181 
附錄三、專家效度彙整表....183 
附錄四、預試量表....190 
附錄五、正式量表....196
圖目錄
圖 2- 1 情緒的歷程模型....21 
圖 2- 2 職場幸福感模型....42 
圖 3- 1 研究架構圖....60 
圖 4- 1 職場人際交換之調節效果....147
表目錄 
表 2- 1 表達壓抑定義....23
表 2- 2 表達壓抑之相關量表....24
表 2- 3 同儕同事交換性關係之相關量表彙整....35
表 2- 4 社會幸福感之相關測量彙整....47
表 3- 1 民國 108 年台灣勞動人口統計表....63
表 3- 2 預試樣本分析表....64
表 3- 3 團隊成員交換關係品質問卷分量表之題項....68
表 3- 4 職場社會幸福感量表分量表之題項....69
表 3- 5 職場情緒表達問卷項目分析結果彙整....74
表 3- 6 職場情緒表達問卷第一次項目分析結果....75
表 3- 7 職場情緒表達問卷因素分析結果彙整....76
表 3- 8 職場情緒表達問卷信效度結果彙整....77
表 3- 9 團隊成員交換關係品質問卷項目分析結果彙整....78
表 3- 10 團隊成員交換關係品質問卷因素分析結果彙整....80
表 3- 11 團隊成員交換關係品質問卷信度分析表....81
表 3- 12 職場社會幸福感問卷項目分析結果彙整....83
表 3- 13 職場社會幸福感因素分析結果彙整....84
表 3- 14 職場社會幸福感信度分析表....86
表 3- 15 正式問卷之各量表的向度題項....87
表 3- 16 正式問卷之各量表與向度之信度彙整....88
表 4- 1 受試者基本資料分布情形（N=201）....93
表 4- 2 受試者年資情形（N=201）....94
表 4- 3 受試者職業與性別之交叉列表（N=201）....94
表 4- 4 受試者職業與年齡之交叉列表（N=201）....95
表 4- 5 受試者職業與年資之交叉列表（N=201）....96
表 4- 6 員工職場情緒表達問卷之得分情形....98
表 4- 7 員工職場情緒表達問卷各向度之得分情形....99
表 4- 8 團隊成員交換關係品質問卷之得分情形....101
表 4- 9 團隊成員交換關係品質問卷各分量表之得分情形....102
表 4- 10 職場社會幸福感問卷之得分情形....104
表 4- 11 職場社會幸福感問卷各分量表之得分情形....105
表 4- 12 不同性別在職場情緒表達之差異檢定摘要表....107
表 4- 13 不同年齡在職場情緒表達之差異檢定摘要表....109
表 4- 14 不同年資在職場情緒表達之差異檢定摘要表....111
表 4- 15 不同職業在職場情緒表達之差異檢定摘要表....113
表 4- 16 不同性別在職場人際交換之差異檢定摘要表....115
表 4- 17 不同年齡在職場人際交換之差異檢定摘要表....116
表 4- 18 不同年資在職場人際交換之差異檢定摘要表....117
表 4- 19 不同職業在職場人際交換之差異檢定摘要表....118
表 4- 20 不同性別在職場幸福感之差異檢定摘要表....120
表 4- 21 不同年齡在職場幸福感之差異檢定摘要表....122
表 4- 22 不同年資在職場幸福感之差異檢定摘要表....124
表 4- 23 不同職業在職場幸福感之差異檢定摘要表....127
表 4- 24 職場情緒表達與其各面向對職場人際交換整體之簡單回歸分析摘要表....129
表 4- 25 職場情緒表達各面向對交換關係分量表之逐步回歸分析摘要表....131
表 4- 26 職場情緒表達各面向對凝聚力分量表之逐步回歸分析摘要表....132
表 4- 27 職場情緒表達與其面向對職場幸福感整體之簡單回歸分析摘要表....134
表 4- 28 職場情緒表達各面向對社會貢獻分量表之逐步回歸分析摘要表....135
表 4- 29 職場情緒表達各面向對社會接受分量表之逐步回歸分析摘要表....136
表 4- 30 職場人際交換與其分量表對職場幸福感整體之簡單回歸分析摘要表....139
表 4- 31 職場人際交換各分量表對社會貢獻分量表之逐步回歸分析摘要表....140
表 4- 32 職場人際交換各分量表對社會一致分量表之逐步回歸分析摘要表....141
表 4- 33 職場人際交換各分量表對社會實現分量表之逐步回歸分析摘要表....142
表 4- 34 職場人際交換各分量表對社會接受分量表之逐步回歸分析摘要表....143
表 4- 35 職場人際交換對職場情緒表達與職場幸福感的調節效果驗證....146

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