現今社會，工作壓力已成為普遍性的狀況。先前在工作壓力方面的研究多以工作壓力為自變項，其衍生之結果為依變項。較少研究探討其逆向影響的關係，甚或探討變數間彼此相互影響的關係。本研究從趨向假說與螺旋論的觀點，提出工作特性、工作倦怠與身心健康相互影響之研究假設。
本研究以醫院之護理人員為研究對象，採二波段縱貫性研究設計，時間間距為六個月，針對相同樣本進行重複測量，各次測量均收集所有研究變項的資料，結合成完整之固定樣本追蹤資料(panel data)。量表先經內部一致性檢驗(Cronbach's α)及驗證性因素分析(CFA, confirmatory factor analysis)，再進行結構方程模型檢驗。歷經一系列競爭模式之比較後，研究結果證實，工作特性、工作倦怠與身心健康之間確實存在相互影響之關係。最佳結構模式所顯示之時差遞延效果(cross-lagged effects)，在順向影響方面包含：心理社會工作特性對工作倦怠具順向影響、心理社會工作特性對身心健康具順向影響、工作倦怠對身心健康具順向影響；在逆向影響方面包含：工作倦怠對心理社會工作特性具逆向影響、身心健康對工作倦怠具逆向影響、身心健康對心理社會工作特性具逆向影響；工作倦怠在心理社會工作特性與身心健康間具有部分中介作用；心理社會工作特性、工作倦怠、與身心健康三者間具有互為因果之影響關係。依據研究結果，建立工作特性、工作倦怠感、身心健康成效三者間之最佳結構模型。
依據研究結果，最佳結構模型中各研究變項對工作倦怠的影響力最多，顯見員工之工作倦怠值得重視。組織可藉由工作再設計、更彈性之工作流程、自主性之工作計畫與訂定目標等，以減緩員工之工作壓力。員工之身心健康亦能影響工作倦怠的感受，組織可採行積極的介入措施，以維護重要之人力資本。

The gradually increasing pressure of the organization’s job demands becomes a universal and unchangeable fact. Most studies focused on the normal causal relationships between work stress and its outcomes rather than the reversed and reciprocal relationships between them. From the view points of drift hypothesis and gain and loss spiral resulting from the conservation of resource theory, the present study probed the reciprocal relationships between job characteristics, burnout and health.
Two-wave panel data were collected from nurses both in public and private hospitals in southern Taiwan. Pre-test data were used to test the Cronbach's α and confirmatory factor analysis for each scale. Structural equation modeling implemented with AMOS 5.0 was employed to test the fitness of the hypothesized models. Through a series of nested models competing, our findings showed that the final models fitted well to the data. Our results proved some cross-lagged effects including the normal causal relationships between psychosocial job characteristics and burnout, the reversed causal relationships between burnout and mental, physical health, burnout has partial mediating relationships between psychosocial job characteristics and mental, physical health, and the reciprocal causal relationships between psychosocial job characteristics, burnout, and mental, physical health.
According to our findings, managerial implications can be suggested that managers should pay attention to employees’ burnout and introduce some managerial practices immediately in order to prevent the harmful outcomes of health. It can be achieved by higher job control to alleviate employees’ job strain. Organizations should increase employee’s job control such as job redesign, flexible work schedules, and goal setting. In addition, burnout can be affected by mental and physical health as well. From the viewpoint of organizational intervention, stress management programs can help to improve employees’ physical and mental health, which will in turn release employee’s burnout. Organizations will gain a competitive advantage if they make better use of their human resources.

第一章 緒論……………………………………………………………….………... 1
第一節 研究背景………………………………………………………………. 1
第二節 研究動機………………………………………………………………. 3
第三節 研究目的………………………………………………………………. 5
第二章 文獻探討……………………………………………………………………. 6
第一節 工作特性………………………………………………………………. 6
第二節 工作倦怠………………………………………………………………. 9
第三節 身心健康的界定……………………..………………………………. 12
第四節 工作特性、工作倦怠與身心健康之關係……………………………14
第五節 固定樣本追蹤研究法………………………………………………... 27
第三章 研究方法…………………………………………………………………... 32
第一節 研究架構………………………………………………………..……. 32
第二節 研究對象…………………………………………………………..…. 33
第三節 研究工具………………………………………………………..……. 36
第四章 分析與討論……………………………………………………………..…. 59
第一節 研究樣本檢測……………………………………………………..…. 59
第二節 相關分析………………………………………………………..……. 60
第三節 模型驗證與討論………………………………………………..……. 63
第五章 結論與建議……………………………………………………………..…. 84
第一節 結論……………………………………………………………..……. 84
第二節 研究發現與研究限制…………………………………………..……. 86
第三節 建議……………………………………………………………..……. 88
參考文獻………………………………………………………………….. ……..… 91
附錄：研究問卷……………. …………………..………………………...…....… 106

表 目 錄
表3-1 預試樣本(N=178)與正式施測樣本(N=502)個人變項資料分佈表…….... 35
表3-2「工作需求」結構模式之適配考驗指標………..……………………….….. 44
表3-3「工作控制」結構模式之適配考驗指標………..…………………….…….. 44
表3-4「主管支持」與「同事支持」結構模式之適配考驗指標……..…….…….. 44
表3-5 工作特性各分量表修正後結構模式之參數估計值………………..….….. 45
表3-6 工作特性各分量表修正後結構模式之題項、建構信度、平均變異抽取量….45
表3-7「情緒耗竭」結構模式之適配考驗指標……………….…..……..………… 48
表3-8「乏人格化」結構模式之適配考驗指標…………………..………………… 49
表3-9「個人成就感」結構模式之適配考驗指標…………………..……………… 49
表3-10 工作倦怠各分量表修正後結構模式之參數估計值…………………...… 50
表3-11 工作倦怠各量表修正後結構模式之題項、建構信度與平均變異抽取量. 50
表3-12「心理健康」結構模式之適配考驗指標………………………………….. 52
表3-13「身體症狀」結構模式之適配考驗指標………………………………….. 53
表3-14「心理健康」與「身體症狀」量表修正後結構模式之參數估計值……... 53
表3-15「心理健康」與「身體症狀」量表修正後結構模式之題項、建構信度
與平均變異抽取量……………………………………………………..…. 54
表3-16「一般性自我效能」結構模式之適配考驗指標………………………… 55
表3-17「一般性自我效能」量表修正後結構模式之參數估計值…………..….. 55
表3-18「一般性自我效能」量表修正後結構模式之題項、建構信度與平均變異
抽取量………………………………………........................................... 56
表3-19 工作特性各變數結構模式之適配考驗指標……………………….…..… 57
表3-20 工作倦怠各變數結構模式之適配考驗指標……………………….…..… 57
表3-21 身心健康各變數結構模式之適配考驗指標………………………...…… 58
表3-22 各研究變數的建構信度與平均變異抽取量……………………….…..… 58

表4-1 各研究變數的平均數、標準差與相關係數……………………………… 61
表4-2 工作倦怠為工作特性與身心健康中介角色之結構模式之配適度指標… 65
表4-3 工作特性與工作倦怠結構模式之配適度指標…………………………… 67
表4-4 工作特性與工作倦怠最終模式之潛在變項對觀察變項參數估計值…… 69
表4-5 工作特性與工作倦怠最終模式之潛在變項之建構信度與平均變異抽取量...70
表4-6 工作特性與工作倦怠最終模式之潛在變項與潛在變項間參數估計值….70
表4-7 工作倦怠與身心健康結構模式之配適度指標…………………………… 71
表4-8 工作倦怠與身心健康最終模式之潛在變項對觀察變項參數估計值…… 72
表4-9 工作倦怠與身心健康最終模式之潛在變項之建構信度與平均變異抽取量…. 73
表4-10工作倦怠與身心健康最終模式之潛在變項與潛在變項間參數估計值……. 73
表4-11 工作特性、工作倦怠與身心健康結構模式之配適度指標…………….. 76
表4-12 工作特性、工作倦怠與身心健康最終模式之潛在變項對觀察變項
參數估計值…………………………………………………………….….. 80
表4-13 工作特性、工作倦怠與身心健康最終模式之潛在變項之建構信度與
平均變異抽取量………………………………………………………..….. 81
表4-14 工作特性、工作倦怠與身心健康最終模式之潛在變項與潛在變項間
參數估計值…………………………………………………….………….. 81


圖 目 錄
圖2-1 二波段時差遞延效果之固定樣本追蹤設計............................................ 28
圖3-1 研究架構............................................................................................... 32
圖3-2「工作需求」修正後之標準化參數估計值................................................ 43
圖3-3「工作控制」修正後之標準化參數估計值................................................ 43
圖3-4「主管支持」修正後之標準化參數估計值................................................ 43
圖3-5「同事支持」修正後之標準化參數估計值................................................ 43
圖3-6「情緒耗竭」修正後之標準化參數估計值................................................ 48
圖3-7「乏人格化」修正後之標準化參數估計值................................................ 48
圖3-8「個人成就感」修正後之標準化參數估計值............................................ 48
圖3-9「心理健康」修正後之標準化參數估計值................................................ 52
圖3-10「身體症狀」修正後之標準化參數估計值............................................... 52
圖3-11「自我效能」修正後之標準化參數估計值.............................................. 55
圖4-1 工作特性與工作倦怠最終模式的標準化參數估計................................. 68
圖4-2 工作倦怠與身心健康最終模式的標準化參數估計................................. 74
圖4-3 工作特性、工作倦怠與身心健康最終模式的標準化參數估計................. 78

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