本研究的研究目的主要在探討「主管績效回饋環境」是否會影響員工產生「焦慮」與「角色壓力」,並將「工作投入」作為干擾變項,分析工作投入是否會對主管績效回饋環境影響焦慮、角色壓力產生干擾效果。 本研究將以大台北地區(台北市、新北市及基隆市)之金融從業人員為研究對象,採取便利抽樣法(Convenience Sampling)進行調查。依據受試者填答內容以SPSS進行統計分析,研究結果顯示: 1.不同的人口統計變項中,「年齡」及「服務年資」對「焦慮心理」及「角色壓力」有顯著的差異性。 2.主管績效回饋環境中的「正向回饋」對員工「焦慮心理」及「角色壓力」之間有顯著負向影響;主管績效回饋環境中的「負向回饋」對員工「焦慮心理」及「角色壓力」之間有顯著正向影響。 3.主管績效回饋環境中的「正向回饋」與「工作投入」交互作用後對「角色模糊」有顯著負向干擾效果。 This research mainly aims at discussing whether “Performance Feedback Environment” can cause the employees to produce “Anxiety” and “Role Pressure”; and with “job involvement” as a mediating variable, it analyzes whether job involvement can have a disturbing effect on the performance feedback environment’s causing the employees to produce anxiety and role pressure. It conducts a survey on employees of financial firms in greater Taipei (Taipei City, New Taipei City and Keelung City) with convenience sampling and does a statistical analysis on their answers with SPSS. The research results show: 1.In different demographic variables, “Age” and “Length of Service” have a significant effect on “Anxiety” and “Role Pressure”. 2.“Positive Feedback” in the performance feedback environment has a significantly negative effect on “Anxiety” and “Role Pressure”; “Negative Feedback” in the performance feedback environment has a significantly positive effect on “Anxiety” and “Role Pressure”. 3.“Positive Feedback” and “Job Involvement” in the performance feedback environment have a significantly negative disturbing effect on “Role Ambiguity” after interaction.