員工工作壓力之實際與感受 : 以心理堅韌度為調節變項

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Title:	員工工作壓力之實際與感受 : 以心理堅韌度為調節變項
Other Titles:	Employees' job stress : actual to perception : mental toughness as a moderator
Authors:	鄭貴惠;Cheng, Kuei-Hui
Contributors:	淡江大學教育心理與諮商研究所碩士班林淑萍;Lin, Shu-Ping
Keywords:	心理堅韌度;工作壓力;工作滿意;心理健康;mental toughness;Job stress;Job Satisfaction;mental health
Date:	2012
Issue Date:	2013-04-13 10:38:00 (UTC+8)
Abstract:	本研究旨在探討員工工作壓力、工作滿意、心理健康與心理堅韌度的相關因素，與其心理堅韌度對工作壓力源頻率與工作壓力源感受間的調節效果。本研究使用「Mental Toughness Questionnaire 48 (MTQ 48 – 心理堅韌度量表)」與「職業壓力量表」作為研究工具，且以「財團法人第一社會福利基金會」員工為研究對象，實施問卷調查，從234份問卷中，計得229份有效問卷，所得資料以單因子變異數分析及階層迴歸分析等統計方法進行分析及討論。本研究主要發現如下：一、不同「年齡」、「性別」、「婚姻狀況」、「子女數」、「宗教信仰」及「學歷」背景員工的心理堅韌度有顯著差異二、員工「心理堅韌度」與「工作壓力源感受」、「工作壓力反應」達顯著負相關三、員工「心理堅韌度」與「工作滿意」、「心理健康」達顯著正相關四、員工的「工作壓力源頻率」與「工作滿意源感受」之關係，受到員工「心理堅韌度」有效調節最後，研究者根據研究結果，提出未來工作壓力管理實務及研究方面之參考建議。 The main purposes of this study were to examine the relationships between salient factors of employees (including job stress, job satisfaction, mental health and mental toughness) and to explore the relationship between employees’ job stress and job satisfaction / mental health with mental toughness as a moderating variable. The instruments used in this study were the “Mental Toughness Questionnaire 48 - MTQ 48” and the “Occupational Job Stress Inventory.” The subjects were employees of “The First Social Welfare Foundation”. 229 out of 234 samples were returned as valid. The data obtained were analyzed by one-way ANOVA and stepwise regression analysis. The major findings of this study were as follows: 1. There were significant differences in employees’ mental toughness related to the variables of employees’ age, gender, marital status, number of children, religious status, and educational background. 2. Employees’ mental toughness was statistically significantly correlated in a negative direction with their perceptions of job stress and job stress response. 3. Employees’ mental toughness was statistically significantly correlated in a positive direction with their job satisfaction and mental health. 4. The relationship between employees’ actual job stress (frequency) and job stress perceptions could be moderated by employees’ mental toughness. Lastly, based on the conclusions mentioned above, some suggestions were proposed for future practices and research on job stress management.
Appears in Collections:	[Master's Program, Graduate Institute of Educational Psychology and Counseling] Thesis

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