國軍部隊長期處於高壓與高風險的工作環境，其中「營級輔導長」扮演著基層單位與高層指揮體系間的溝通橋樑，既需承擔繁重的政戰實務，亦肩負官兵心理輔導與照顧之責。然而，在強調服從的軍事科層體制中，上級長官的領導風格對部屬心理健康具有關鍵影響。鑑於此，本研究旨在探討陸軍營級輔導長知覺直屬上級之「不當督導」對其「工作倦怠」的影響；並引用「工作要求—資源模型」（JD-R），檢視「個人資源」以及聚焦於社會支持層面之「工作資源」，在其中是否具有調節（緩衝）效果。
本研究採用問卷調查法，以陸軍現職營級輔導長為研究對象進行資料蒐集，針對回收之有效樣本進行描述性統計、信效度分析、相關分析及階層迴歸分析。
研究結果發現： 第一，不當督導（工作要求）對營級輔導長的工作倦怠具有顯著正向影響；即長官之負面領導行為越頻繁，輔導長之情緒耗竭與譏誚態度程度越高； 第二，工作資源（如同僚支持）與個人資源（如人脈網絡）對工作倦怠皆具有顯著負向影響，顯示資源之投入能有效降低倦怠感； 第三，在調節效果方面，本研究證實了「個人資源」與「工作資源」具備緩衝作用。特別值得注意的是，研究發現顯著的「三階互動作用」，顯示當輔導長同時具備高工作資源與高個人資源時，能最有效緩解不當督導對工作倦怠的負面衝擊。
基於上述發現，本研究建議國軍相關單位除應持續防範不當督導行為外，更應重視基層幹部「個人資源」的培養與「工作資源」的建構，協助營級輔導長在面對高工作要求時，能有效轉化壓力，維持身心健康與部隊戰力。

The Armed Forces have long operated in a high-pressure and high-risk environment. Within this context, the "Battalion Political Warfare Officer" acts as a vital communication bridge between grassroots units and the high-level command system, undertaking heavy political warfare duties while also bearing responsibility for the psychological counseling and care of service members. However, in a military hierarchy that emphasizes strict obedience, the leadership style of superiors has a critical impact on the mental health of subordinates. In view of this, this study aims to investigate the impact of "abusive supervision" by direct superiors—as perceived by Army Battalion Political Warfare Officers—on their "job burnout." Furthermore, drawing upon the Job Demands-Resources (JD-R) model, this study examines whether "personal resources" and "job resources" (focusing on the aspect of social support) have a moderating (buffering) effect on this relationship.
This study aims to explore the impact of "abusive supervision"—as perceived by Army battalion-level counselors from their direct superiors (Battalion Commanders or Directors of Political Warfare)—on their "job burnout." Drawing upon the Job Demands-Resources Model (JD-R), this study further examines whether "job resources" and "personal resources" possess a moderating (buffering) effect on this relationship.
This study employed a questionnaire survey method to collect data from active-duty battalion-level counselors in the Army. The valid samples were analyzed using descriptive statistics, reliability and validity analyses, correlation analysis, and hierarchical regression analysis.

The study findings indicate the following:
First, abusive supervision (categorized as a job demand) exerts a significant positive influence on the job burnout of battalion-level counselors. Specifically, the more frequent the negative leadership behaviors from superiors, the higher the levels of emotional exhaustion and cynicism among the counselors.
Second, both job resources (such as peer support) and personal resources (such as social networks) have a significant negative influence on job burnout, demonstrating that the availability of resources can effectively reduce feelings of burnout.
Third, regarding moderating effects, this study confirms the buffering roles of "personal resources" and "job resources." Notably, a significant "three-way interaction" was identified, revealing that the negative impact of abusive supervision on job burnout is most effectively mitigated when counselors possess high levels of both job resources and personal resources simultaneously.
Based on these findings, this study recommends that relevant authorities in the Armed Forces should not only continue to prevent abusive supervision but also prioritize the cultivation of "personal resources" and the establishment of "job resources" for grassroots cadres. By doing so, they can assist battalion-level counselors in effectively transforming stress when facing high job demands, thereby maintaining both their physical and mental well-being and the unit's combat effectiveness.

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