本研究希望能夠藉由對組織內員工的實證研究，驗證職場無禮行為、自我認同、組織認同與情緒耗竭之間具有關聯性。進一步探討，職場無禮行為與員工自我認同及組織認同是否具有負向關聯，以及自我認同、組織認同與情緒耗竭之間是否亦具有負向關聯。本研究之研究對象鎖定為在醫院工作滿一年之護理師，總共回收線上有效問卷491份。本研究利用驗證性因素分析與結構方程模型驗證假設，實證結果如下：
一、同事無禮行為與自我認同之間具有顯著負相關。
二、自我認同與情緒耗竭之間具有顯著負相關。
三、組織認同與情緒耗竭之間具有顯著負相關。

The purpose of this study is to confirm the relationship with workplace incivility, personal identification, organizational identification and emotional exhaustion. Moreover, we tested whether there are negative relationships between workplace incivility, personal identification and organizational identification and whether there are negative relationships between personal identification, organizational identification and emotional exhaustion. We used online survey to collect the data and there were 491 samples collected from nurses who work in hospital. The main study methods are Confirmatory Factor Analysis (CFA) and Structural Equation Model (SEM). We found that there are negative relationship between co-worker incivility and personal identification, negative relationship between personal identification and emotional exhaustion and negative relationship between organizational identification and emotional exhaustion.

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