同理心特質的研究，多數從正面的方向進行研究。然而，心理特質可能具有雙重性，管理者過度的同理心會讓自己無法自拔，易受到情緒影響可能導致員工犬儒主義。此外，同理心產生的影響，會受到事件屬性不同有所差異。本研究試圖瞭解管理者的管理者同理心與部屬犬儒主義的關係。同時，因可預防事件與受害者事件致使同理心投入程度不同，進一步對於主管同理心與犬儒主義的影響。本研究採用個案分析法，透過訪談三位管理者與其三位部屬進行深入訪談。結果歸納三點，第一、主管自知同理心與部屬感知同理心不同；第二，主管展現適當的同理心，最能夠有效地減緩部屬犬儒主義；第三，融合事件情境，發現「可預防事件」與「受害者事件」會影響主管同理心的投入。可預防事件會降低主管同理心的投；反之，受害者事件因為不可控制程度較高，會提升主管同理心的投入。

Most studies on the trait of empathy have primarily focused on its positive aspects. However, psychological traits can possess a dual nature, and an excessive level of empathy in leaders can lead to being overwhelmed and susceptible to emotional influences, potentially resulting in employee cynicism. Additionally, the effects of empathy may depend on the attributes of the events involved. This study aims to understand the relationship between managerial empathy and employee cynicism. Furthermore, considering that preventable events and victim events elicit different levels of empathy, this study investigates the influence of leader empathy on employee cynicism within different event contexts. A case study approach was adopted to this research, involving in-depth interviews conducted with three managers and their respective subordinates. The findings can be summarized into three key points. First, there may be a potential disparity between the self-perceived empathy of leaders and their subordinates' perception of their empathy. Second, displaying appropriate empathy is most effective in reducing employee cynicism. Third, when considering the event context, it was observed that preventable events and victim events influence leaders' empathy. Preventable events tend to decrease leaders' empathy, whereas victim events, due to their higher level of uncontrollability, tend to enhance leaders' empathy.

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