目前國內許多民眾不再一昧地追求高薪資的發展，對於友善職場、企業形象…等，是許多人在找尋工作時所追求的更高目標。根據《天下雜誌》 2016 年三月份報導，台灣每五天就有一人過勞發病，十二天就有一人過勞死亡，工時長、重度體力消耗或需輪班的行職業類別，更常羅列過勞名單。一個國家要成為已開發的成熟國家，其中一項不可或缺的因素就是「國民幸福指數」。
影響人民幸福感的要素有許多，施欣怡（2013）認為員工參與企業社會責任程度可以調節員工的幸福感。吳芳宸（2018）在其研究中指出個體職場靈性與個體幸福感之高低具正相關。Terry et al.(1993) 提出當工作者處於較高的工作壓力之下時，會對工作滿意度及幸福感產生負面影響。
本研究工具為「企業社會責任之衡量表、職場靈性之衡量表、員工幸福感之衡量表、工作壓力之衡量表」以及在不同人口統計變項之下的問卷調查，主要是參考國內外相關文獻所改編之結構式問卷。研究對象為一般在職工作者，採用滾雪球與便利抽象的方式，本問卷共回收251份有效問卷，所得問卷資料以SPSS軟體，進行敘述統計、t考驗、單因子變異數分析及多元迴歸分析。
資料分析結果歸納後得結論如以下五點：
1.假設一獲得支持：企業社會責任對員工幸福感有顯著正向影響；
2.假設二獲得支持：職場靈性對員工幸福感有顯著正向影響；
3.假設三獲得部分支持：工作壓力在企業社會責任對人際適應性之影響上具有顯著負向調節效果；
4.假設四獲得部分支持：工作壓力在職場靈性對工作奮鬥性及人際適應性之影響上具有顯著負向調節效果；
5.假設五獲得部分支持：不同人口統計變項的工作者在企業社會責任、職場靈性、員工幸福感以及工作壓力有部分顯著差異。
根據本研究結果得知，提升企業社會責任及員工本身的職場靈性，是有助於提升員工幸福感。但是在工作壓力提高的情況下，員工的人際關係及工作的奮鬥性則有可能會受到影響。建議企業及組織在提高員工幸福感時也需多注意員工本身的工作壓力，以免適得其反。

At present, many people in Taiwan are no longer blindly pursuing the development of high wages. For a friendly workplace, corporate image, etc., these are the higher goals that many people are pursuing when looking for a job. According to a report in March 2016 by the ”Common Wealth Magazine”. There are one person suffers from overwork every five days, and one person dies in every twelve days in Taiwan. The occupational categories of long working hours, heavy physical exertion, or the need to work shifts are more frequently listed. One of the indispensable factors for a country to become a developed and mature country is the "National Well-being Index."

There are many factors that affect people's happiness. Shi XY (2013) believes that the degree of employee involvement in corporate social responsibility can regulate employee Well-being. Wu FC (2018) pointed out in his research that there is a positive correlation between individual workplace spirituality and individual happiness. Terry et al. (1993) proposed that when workers are under high work pressure, it will have a negative impact on job satisfaction and happiness.

This research tool is "Corporate social responsibility scale, workplace spirituality scale, employee well-being scale, work pressure scale" The questionnaire surveys under different demographic variables mainly refer to the structured questionnaires adapted from relevant domestic and foreign literature.The research object is general working authors. A total of 251 valid questionnaires were collected in this questionnaire. The questionnaire data obtained were analyzed by SPSS software, descriptive statistics, t test, single factor variance analysis and multiple regression analysis.

After summarizing the data analysis results, the conclusion is as follows:
1. Hypothesis 1 is supported: Corporate social responsibility has a significant positive impact on employee well-being;
2. Hypothesis 2 is supported: workplace spirituality has a significant positive effect on employee well-being;
3. Hypothesis 3 received partial support: Work pressure has a significant negative adjustment effect on the impact of corporate social responsibility on interpersonal adaptability;
4. Hypothesis 4 received partial support: Work pressure has a significant negative adjustment effect on the impact of workplace spirituality on work struggle and interpersonal adaptability;
5. Hypothesis 5 received partial support: Workers with different demographic variables have some significant differences in corporate social responsibility, workplace spirituality, employee well-being, and work pressure.

According to the results of this study, it can be understood that enhancing corporate social responsibility and employees' workplace spirituality can help enhance employee happiness. However, in the case of increased work pressure, employees' interpersonal relationships and hard work may be affected. It is recommended that companies and organizations pay more attention to employees' work pressure when improving employee happiness, so as not to backfire.

目錄

目錄	I
表目錄	III
圖目錄	VI
第 一 章 緒論	1
第一節 研究背景與動機	1
第二節 研究目的	4
第三節 研究流程	5
第 二 章 文獻探討	8
第一節	企業社會責任	8
第二節	職場靈性	14
第三節	工作壓力	20
第四節	員工幸福感	22
第五節 研究變項間之關係	25
第 三 章 研究方法	30
第一節 研究架構與假設	30
第二節 問卷設計	31
第三節 研究對象與範圍	37
第四節 資料分析方法	37
第 四 章 研究結果	40
第一節	問卷發放、樣本基本資料及敘述性統計分析	40
第二節	項目分析、信度分析、因素分析	48
第三節	研究架構與假設修正	59
第四節	假設驗證	61
第五節	不同人口統計變項在各變項之差異分析	72
第六節	結果彙整	84
第 五 章 結論、討論及建議	85
第一節	研究結論與討論	85
第二節	管理意涵	89
第三節	研究限制與未來研究之建議	93
參考文獻	95
中文部分	95
英文部分	98
網站部分	105
附錄1 問卷量表	106

表目錄

表2 1 國內外學者對職場靈性之定義	18
表3 1 企業社會責任之衡量問項表	31
表3 2 職場靈性之衡量問項表	32
表3 3 員工幸福感之衡量問項表	34
表3 4 工作壓力之衡量問項表	36
表4 1 樣本基本資料之次數分配表	41
表4 2 企業社會責任之題目描述性統計分析	44
表4 3 職場靈性之題目描述性統計分析	44
表4 4 工作壓力之題目描述性統計分析	46
表4 5 員工幸福感之題目描述性統計分析	47
表4 6 各構面之項目分析表	49
表4 7 各構面之CRONBACH’S Α值	50
表4 8 各構面之 KMO 值與 BARTLETT 球形檢定	53
表4 9 企業社會責任之因素分析與信度分析	54
表4 10 職場靈性之因素分析與信度分析	55
表4 11 工作壓力之因素分析與信度分析	56
表4 12 員工幸福感之因素分析與信度分析	57
表4 13 假設修正彙整表	60
表4 14 各變項之相關係數表	61
表4 15 企業社會責任對員工幸福感之迴歸分析	62
表4-16 職場靈性對員工幸福感之迴歸分析	62
表4-17 工作壓力在企業社會責任對員工幸福感之層級迴歸分析	63
表4 18 工作壓力在企業社會責任對工作效能感之層級迴歸分析	64
表4 19 工作壓力在企業社會責任對工作奮鬥性之層級迴歸分析	65
表4-20 工作壓力在企業社會責任對工作投入感之層級迴歸分析	66
表4 21 工作壓力在企業社會責任對人際適應性之層級迴歸分析	67
表4 22 工作壓力在企業社會責任對員工幸福感之層級迴歸分析	68
表4 23 工作壓力在職場靈性對工作效能感之層級迴歸分析	69
表4 24 工作壓力在職場靈性對工作奮鬥性之層級迴歸分析	70
表4 25 工作壓力在職場靈性對工作投入感之層級迴歸分析	71
表4 26 工作壓力在職場靈性對人際適應性之層級迴歸分析	72
表4 27 性別在各變項之差異分析	73
表4 28 婚姻狀況在各變項之差異分析	74
表4 29 年齡在各變項之差異分析	75
表4 30 教育程度在各變項之差異分析	76
表4 31 教育程度在各變項之差異分析	77
表4 32 職級在各變項之差異分析	79
表4 33 月薪在各變項之差異分析	81
表4 34 工作總年資在各變項之差異分析	83
表4 35 假設驗證結果彙整表	84
表5 1 人口統計變項在各構面之顯著差異彙整表	87
 
 
圖目錄

圖 1-1 研究流程圖	6
圖 2-1 CSR核心思想	14
圖 3-1 本研究架構圖	30
圖 4-1 本研究架構修正圖	59

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