每一個人都希望得到別人的理解和欣賞，獲得別人的欣賞是一個人在生活與奮鬥很大的動力，而每個人都會碰到許多不如意、不順心的事，心情有時候會有鬱悶，有煩惱，有惆悵，有無奈。在生活和工作中難免會遇到不開心的事，然而換個角度，換個思維，換種活法，調整自己的心態，就會對工作滿意度及助人行為有所提升嗎？此議題正是本研究欲探討的。
    本研究透過國內外與換位思考相關研究之文獻回顧，並針對台灣地區在職人員進行實證調查，來探究換位思考、工作滿意度與助人行為的關係，並以工作滿意度為中介變項，來了解其在換位思考與助人行為間的關係是否存在中介效果，本研究有下列重要發現：
1.換位思考對工作滿意度具有顯著的正向影響，即越多的換位思考，工作滿意度就會越高。
2.工作滿意度對助人行為具有顯著正向影響，即工作滿意度越高則展現出助人行為越高。
3.換位思考對助人行為具有顯著正向影響，即越多的換位思考，助人行為的意願越高。
4.工作滿意度在換位思考對助人行為之影響上具有中介效果。

    Everyone hopes to receive understanding and appreciation from others. Obtaining recognition from others is a great motivation for a person in life and struggle. However, everyone will encounter many unpleasant and unhappy things in life, and sometimes feel depressed, troubled, melancholy, and helpless. It is inevitable to encounter unhappy things in life and work, but changing perspectives, changing thinking, changing lifestyles, and adjusting one's mentality can improve job satisfaction and helpful behavior. This is the topic that this research aims to explore.
    This study reviews some related literature in domestic and international journals  and researches, and surveys employed individuals in Taiwan to explore the effects of perspective-taking and job satisfaction on helping behavior. The study also examines whether job satisfaction serves as a mediating variable between perspective-taking and helping behavior. There are some important findings in this study:
1.Perspective-taking has a significant positive impact on job satisfaction；i.e., the more perspective-taking, the higher the level of job satisfaction.
2.Job satisfaction has a significant positive impact on helping behavior；i.e., the higher the level of job satisfaction, the higher the level of helping behavior exhibited by individuals.
3.Perspective-taking has a significant positive impact on helping behavior；i.e., the more perspective-taking, the higher the willingness to engage in helping behavior.
4.Job satisfaction serves as a significant mediator between perspective-taking and helping behavior.

目錄
目錄	I
表次	III
圖次	V
第一章　緒論	1
   第一節　研究背景與動機	1
   第二節　研究目的	5
   第三節　研究範圍	5
   第四節　研究流程	6
第二章　文獻探討	7
   第一節　換位思考之內涵	7
   第二節　工作滿意度之內涵	10
   第三節　助人行為之內涵	12
   第四節　變項間之假說推論	15
第三章　研究方法	21
   第一節　研究架構	21
   第二節　研究假說	21
   第三節　變項之操作性定義與衡量	22
   第四節　研究對象與抽樣方法	26
   第五節　資料分析方法	26
   第六節　預試樣本之描述性統計	28
第四章　資料分析與結果	32
   第一節　回收問卷樣本分析	32
   第二節　各變項題項決斷值分析	36
   第三節　各變項信度與驗證性因素分析	37
   第四節　驗證研究的假設	45
   第五節　各變項獨立樣本T檢定與單因子變異數分析	51
   第六節　研究假設驗證之結果	62
第五章　結論與建議	63
   第一節　結論	63
   第二節　管理意涵	64
   第三節　研究限制	65
   第四節　建議	65
參考文獻	67
   一、中文部分	67
   二、英文部分	69
   三、網站部分	75
附錄：問卷	76
 
表次
表2-1 換位思考之發展階段演變	8
表2-2 助人行為的五大階段	13
表3-1 換位思考之衡量題項與來源	22
表3-2 工作滿意度之衡量題項與來源	23
表3-3 助人行為之衡量題項與來源	24
表3-4 人口統計之衡量構面及問項	25
表3-5 預試樣本之描述性統計表	29
表3-6 預式量表信度分析表	31
表4-1 回收問卷樣本分析表	34
表4-2 各變項題項決斷值分析彙整表	36
表4-3 換位思考之信度分析表	37
表4-4 工作滿意度之信度分析表	38
表4-5 助人行為之信度分析表	39
表4-6 換位思考之因素分析表	43
表4-7 工作滿意度之因素分析表	43
表4-8 助人行為之因素分析表	44
表4-9 各變項驗證性因素分析之主要模型適配度表	44
表4-10 各變項之相關分析表	46
表4-11 各子構面之相關分析表	46
表4-12 換位思考對工作滿意度之迴歸分析表	47
表4-13 工作滿意度對助人行為之迴歸分析表	48
表4-14 換位思考對助人行為之迴歸分析表	49
表4-15 工作滿意度在換位思考對助人行為之影響的迴歸分析表	50
表4-16 性別在各變數上之獨立樣本T檢定	51
表4-17 婚姻在各變數上之獨立樣本T檢定	52
表4-18 年齡在各變數上之單因子變異數分析表	53
表4-19 教育程度在各變數上之單因子變異數分析表	54
表4-20 職業在各變數上之單因子變異數分析表	55
表4-21 年收入在各變數上之單因子變異數分析表	56
表4-22 工作年資在各變數上之單因子變異數分析表	57
表4-23 職位在各變數上之單因子變異數分析表	58
表4-24 健康自我評量在各變數上之單因子變異數分析表	59
表4-25 經濟狀況在各變數上之單因子變異數分析表	60
表4-26 居住地區在各變數上之單因子變異數分析表	61
表4-27 假設驗證結果	62

圖次
圖1-1 研究流程圖	6
圖3-1 研究架構圖	21
圖4-1 換位思考驗證性因素分析模型圖	40
圖4-2 工作滿意度驗證性因素分析模型圖 41
圖4-3 助人行為驗證性因素分析模型圖	42

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三、網站部分
Cheers快樂工作人 (2021)。換位思考為什麼重要？學會「換位思考」職場大加分。
    檢索日：2022年12月5日。
    網址：https://www.cheers.com.tw/article/article.action?id=5098846
黃昆輝、張德銳（2012）。國家教育研究院樂詞網，教育大辭書 。
    檢索日：2022年12月。
    網址：http://terms.naer.edu.tw/detail/1302183/
維基百科，同理心的定義。
    檢索日：2022年12月9日。
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