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.

目次
第一章	緒論  1
第一節	研究背景與動機  1
第二節	研究目的與研究問題  7
第二章	文獻探討  8
第一節	心理堅韌度  8
第二節	工作壓力  18
第三節	工作滿意  27
第四節	心理健康  34
第三章	研究方法  38
第一節	研究對象  38
第二節	研究工具  42
第三節	施測程序  51
第四節	資料處理  52
第四章	研究結果分析  53
第一節	員工心理堅韌度、工作壓力狀態、工作滿意與心理健康之現況分析  53
第二節	不同背景變項員工心理堅韌度、工作壓力源感受、工作壓力反應、工作滿意與心理  健康之差異分析  56
第三節	員工心理堅韌度、工作壓力源感受、工作壓力反應、工作滿意與心理健康之相關分析  62
第四節	員工工作壓力源頻率與工作壓力源感受的關係及心理堅韌度的調節力分析  67
第五章	討論與建議  70
第一節	研究結果討論  70
第二節	研究限制與建議  74
參考文獻  78
一、中文部份：  78
二、西文部份：  79

附錄一 附錄問卷  91
附錄二 問卷同意書  102

表次
表3-1-1	年齡分布表  40
表3-1-2	婚姻狀況分布表  40
表3-1-3	子女數分布表  40
表3-1-4	學歷背景分布表  40
表3-1-5	工作年資分布表  41
表3-1-6	職務階層分布表  41
表3-2-1	項目分析總整理表  49
表4-1-1	心理堅韌度得分之平均數、標準差摘要表  55
表4-1-2	工作壓力源頻率得分之平均數、標準差摘要表  55
表4-1-3	工作壓力源感受得分之平均數、標準差摘要表  55
表4-1-4	工作壓力反應、工作滿意、心理健康得分之平均數、標準差摘要表  55
表4-2-1	不同背景變項員工心理堅韌度、工作壓力源感受、工作壓力反應、工作滿意、心理健康之差異情形摘要表  59
表4-2-2	不同背景變項員工心理堅韌度之顯著差異情形摘要表  59
表4-2-3	不同背景變項員工工作壓力源感受之顯著差異情形摘要表  59
表4-2-4	不同背景變項員工工作壓力反應之顯著差異情形摘要表  60
表4-2-5	不同背景變項員工工作滿意之顯著差異情形摘要表  60
表4-2-6	不同背景變項員工心理健康之顯著差異情形摘要表  61
表4-3-1	心理堅韌度、工作壓力源感受、工作壓力反應、工作滿意、心理健康之Pearson相關係數摘要表  65
表4-3-2	（各向度）心理堅韌度、（各類型）工作壓力源感受、工作壓力反應、工作滿意、心理健康之Pearson相關係數摘要表  66
表4-4-1	工作壓力源頻率和工作壓力源感受的關係及心理堅韌度的調節  69
 
圖次
圖3-1-1	財團法人第一社會福利基金會組織架構圖  38
圖4-4-1	工作壓力源頻率和工作壓力源感受的關係及心理堅韌度的的調節方向圖  68
圖4-4-2  	研究路徑圖  68

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