許多學者一直在密切關注管理者和屬下的工作表現的關係。特別是最近的一項研究結果顯示並且以理解和增強組織中屬下的資源。本研究調查了員工情緒耗竭與組織面對員工日益嚴重的災難性影響使用資源保存理論, 本研究採用量化研究方法，以問卷進行調查，共計回收300份全職員工的意見，這份樣本涵蓋了台灣許多行業的全職員工，包括製造業、辦公室人員、政府人員等經由線上調查問卷蒐集得到初步研究結果。

研究結果顯示發現管理者因不當督導和組織壓力可導致情緒耗竭。本研究之結果恰與之前的文獻研究結果不完全一致，首先本研究顯示程序正義並不會導致情緒耗竭，且兩者並沒有相反的關係。結果顯示，情緒耗竭對員工呈現出組織偏差的行為有正相關。本研究試著了解職場偏差行為對於不當管理影響結果，不但具有學術的意涵，更有實務管理上的應用價值需求性。可提供雇主未來建設更友善的工作環境。

A lot of scholars have paid intensive attention to employees work performance and productivity at the workplace. The present research aims at investigating the increasingly disastrous impact of emotional exhaustion and organizational deviance based on Conservation of Resources Theory. The present research employs a quantitative methodology with data collected from 300 full-time employees from a variety of industrial segments in Taiwan including manufacturing, private officer, government officer, and so on, via an online survey questionnaire.
Our results show, the contrary of the literature, the understanding of procedural justice is not inversely linked to emotional exhaustion. In addition, abusive supervision and role overload also contribute positively to emotional exhaustion. Our finding suggested that due to emotional exhaustion employees appeared to demonstrate organizational deviance. The present research seeks to examine both managerial and practical implications.

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