同樣的，從資源保存理論觀點來看，雖然情緒調節是一種資源，但是運用情緒調

同樣的，從資源保存理論觀點來看，雖然情緒調節是一種資源，但是運用情緒調節時同樣會耗費心智資源，而且這些資源是有限的(Baumeister & Vohs, 2003; Liu et al., 2015)，因此若有外在的社會支持的資源導入，可協助員工能更順暢的掌控與調節自我的情緒。若是神經質程度較高的員工能感受到組織支持，也就是感受到組織的關懷，將有助於情緒和緩，進而減緩反芻思考的程度。因為員工感受到高度的組織支持時，較不容易將負面事件設想為自我的工作疏失(Wang et al., 2013)，無須在相同的事件上反覆回想。但是若知覺組織支持程度低，且情緒調節能力低的時候，神經質對於反芻思考的正向影響可能更加顯著。因此，本研究提出以下假說：Hypothesis 3: 情緒調節對於神經質與反芻思考的干擾效果，會另外受到知覺組織支持的干擾。當知覺組織支持程度低的時候，且情緒調節能力低的時候，神經質與反芻思考間的正向關係會增強。反之，在其他條件下，神經質與反芻思考間的正向關係會減弱或不顯著。

結果 (英文) 1:

Similarly, from the theoretical point of view resource saving, although the emotion regulation is a resource, but using the same resources when consuming mental emotional regulation, and these resources are limited (Baumeister & Vohs, 2003;. Liu et al, 2015), Therefore, if the resource import external social support can help employees be more smooth control of the emotional self-regulation. If a higher degree of neuroticism employees feel organizational support, which is the concern felt the organization will help moderate mood, and thus slow down the extent of ruminant thinking. Because when employees feel a high degree of organizational support, the less likely negative events conceived as self-work negligence (Wang et al., 2013) , no need to repeatedly recall at the same event. However, if the perceived low level of organizational support, and low mood regulation, when nervousness may be more significant positive effect for ruminant thinking. Therefore, this study proposes the following hypothesis:
Hypothesis 3: emotion regulation and interference effect on the nervous ruminant thinking, perceived organizational support will be subject to additional interference. When the low level of perceived organizational support, and the ability to regulate emotions low, positive relationship between neuroticism and rumination thinking will increase. On the contrary, under other conditions, a positive relationship between neuroticism and rumination thinking or not weaken significantly.

結果 (英文) 2:

Similarly, from the point of view of resource preservation theory, although emotional regulation is a resource, it is also a drain on mental resources when using it, and these resources are limited (Baumeister and Vohs, 2003; Liu et al., 2015), so with external lying of socially supported resources, it can help employees more smoothly control and regulate their emotions. If the employee with a high degree of neuroticism can feel the support of the organization, that is, feel the care of the organization, it will help the mood and ease, and thus slow down the degree of ruminant thinking. Because employees feel highly supported by the organization, it is less likely to think of negative events as self-employment lapses (Wang et al., 2013) without having to think back over and over again on the same events. However, the positive effects of neuroticism on ruminant thinking may be more pronounced when the level of cognitive tissue support is low and the ability to regulate emotions is low. Therefore, the following hypotheses are proposed in this study:
Hypothesis 3: The interference effect of mood regulation on neuroticanduation and ruminant thinking is otherwise interrupted by the support of the conscious tissue. When the level of cognitive tissue support is low and the ability to regulate emotions is low, the positive relationship between neuroticism and ruminant thinking is enhanced. Conversely, under other conditions, the positive relationship between neuroticism and ruminant thinking weakens or is not significant.

結果 (英文) 3:

Similarly, from the perspective of resource conservation theory, although emotional regulation is a kind of resource, it also consumes mental resources, and these resources are limited (Baumeister & Vohs, 2003; Liu et al, 2015), therefore, if external social support resources are introduced, it can help employees to control and regulate their emotions more smoothly. If employees with higher neuroticism can feel organizational support, that is, feel the care of the organization, it will help to calm their emotions and slow down their rumination. Because when employees feel high organizational support, it is not easy to The negative event is supposed to be self work neglect (Wang et al., 2013), which does not need to be recalled repeatedly in the same event. However, when the perceived organizational support is low and the ability of emotion regulation is low, the positive effect of neuroticism on ruminant thinking may be more significant. Therefore, the following hypothesis is proposed in this study:
Hypothesis 3: the effect of emotional regulation on neuroticism and ruminant thinking will be interfered by the support of perceptual organization. When the support of perceptual organization is low, and the ability of emotional regulation is low, the positive relationship between neuroticism and ruminant thinking will be enhanced. In other conditions, the positive relationship between neuroticism and ruminant thinking will be weakened or not significant.