臺灣博碩士論文加值系統

隨著全球市場競爭日益激烈，世界各先進國家無不致力於發展高科技產業，以取得全球的競爭優勢，而高科技產業，具有市場變化快速、產品生命週期極短、複雜性高、技術創新持續不斷等特性，其所有產業活動都和時間在競賽。在這激烈多變化、充滿高度不確定性的產業環境中，其從業人員所感受到的工作壓力可想而知。工作壓力將對員工的心理、生理及行為產生負向的影響，而影響組織的績效。因此，工作壓力源之研究成為管理階層所關注並企求解決之課題。
近年來，因為女性教育程度的提升、自我肯定與自我實現的觀念及經濟壓力下，促使大量的女性投入高工作壓力的高科技產業，再加上中國傳統家庭對於婦女角色扮演之要求，使得高科技業女性須有很高的心理與生理素質來適應這些環境；因此本研究以高科技業女性員工為研究對象，探討其工作壓力的主要來源，及其產業因應策略。
本研究以模糊多準則決策 (Fuzzy Multiple Criteria Decision Making) 找出產業減壓策略優先序。我們將高科技業女性工作壓力來源之評估準則歸類為三大構面：個人構面、組織構面及工作搆面，共包括十八個評估高科技業女性工作壓力源準則;另外，高科技產業減壓策略共分為六大方案。我們以高科技業女性員工為調查對象，並以模糊層級分析法與模糊積分進行資料分析及運算。首先利用模糊層級分析法決定十八個評估準則之個別權重，其次再分別以簡單加權法及模糊積分求得減壓策略在所有評估準則下之模糊綜效，以及用解模糊運算求得各工作壓力來源之權重順序。
本論文研究27家高科技產業共計回收了507筆有效問卷，分析後得到以下結論：（1）高科技業的女性工作者，對於工作壓力源之評估準則的重視程度依序為「工作負荷」、「工作職位」、「工作環境」、「工作期間懷孕」、「工作地點」、「抗壓能力」、「工作興趣」、「學習能力」、「薪資制度」、「陞遷制度」、「工作年資」、「個性」、「福利制度」、「家庭因素」、「與上司間關係」、「與同儕間關係」、「組織文化」、「性別歧視」。（2）高科技業的女性工作者認為舒緩壓力之策略中，認為最有幫助之提升適應能力策略依序是「增進員工之工作技能」、「改進員工薪資及福利制度」、「提供完善工作環境」、「明定在組織中之女性權益保障辦法」、「提供休閒娛樂之機會」、「提供交通輔助措施」。

The competition of global markets is intense day by day. The advanced countries all devote in developing high-technological (Hi-Tech) industry for obtaining many competitive advantages. However, the Hi-Tech industry contains many characteristics: the technical change is fast, the life cycles of products are short, the technical complexity is high, and the technological innovation is incessant, so all the organizational activities of the industry race with time. It can be imagined that in the highly uncertain environment, the work stress of all employees of the industry are high. The work stress have bad effects on the psychologies, physiologies, and behaviors of these employees. Then they indirectly influence the organizational performance. Hence, the sources of work stress are concerned by the employees’ selves and management levels of the organizations, and are needed to be solved.
In recent years, women’ educational levels rise; these women have self-affirmative and self-realizable concepts, and they also have economical pressures, such that they need to have high psychological and physiological qualities to adapt the environment. In this paper, we use the High-Tech women to act as our research subjects. We obtain the weights of the criteria evaluating the sources of these women’ work stress and the priorities of the strategies improving adaptive capability to this stress by using a multiple-criteria decision making (MCDM) approach.
Firstly, we divide the criteria of the sources of these women’ stress into three phases: personal phase, organizational phase, and working phase. There are total eighteen criteria in the three phases. Also, we divide all possible strategies into six alternatives. Secondly, we use fuzzy analytical hierarchy process (FAHP) to obtain the weights of these criteria. Thirdly, we use a simple-addition-weight and fuzzy integral method, respectively, to obtain fuzzy synthetic utilities of the alternatives. Finally, we execute defuzzy operations to these fuzzy synthetic utilities and then obtain the priorities of these alternatives.
We investigate 27 firms of the Hi-Tech industry and receive 507 valid questionnaires. The obtained empirical results are: (1) the priorities of the criteria emphasized by the Hi-Tech women in the ranking order are “working load,” “working position,” “working environment,” “being pregnant during working,” “working location,” “resistant capability of pressures,” “working interest,” “learning capability,” “salary system,” “promotion system,” “period of service,” “personality,” “benefit system,” “family factor,” “relationships with boss,” “relationships with peer,” “organizational culture,” and “gender discrimination,” and (2) the priorities of the alternatives for improving women’ adaptive capability of pressures in the ranking order are “enhancing the working skills of employees,” “refining employees’ salary and benefit systems,” “providing a consummate working environment,” “stipulating the alternatives for protecting women’ rights and interests in the organization,” “providing the opportunities of rest and recreation,” “providing auxiliary alternatives for transportation.”

目 錄

致謝詞.....................I
摘要......................II
ABSTRACT.................IV
目錄..................... VI
表目錄...................VIII
圖目錄...................X

第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 3
1.3 研究架構與流程 4
第二章 文獻探討 6
2.1 工作壓力之定義、理論與模式 6
2.1.1 壓力的定義與分類 6
2.1.2 工作壓力相關理論 9
2.1.3 工作壓力來源與反應 11
2.1.4 工作壓力之模式 15
2.1.5 性別與工作壓力 18
2.2 產業減壓策略 20
2.3 高科技產業定義與特性 23
2.4 多準則決策 26
2.4.1 決策問題種類 26
2.4.2 多準則決策分析 28
2.4.3 多準則決策在群體決策的應用 30
第三章 方法論 32
3.1 研究分析架構 32
3.2 研究方法 36
3.2.1 模糊理論 36
3.2.2 模糊集合(Fuzzy Set) 36
3.2.3 模糊數（Fuzzy Numbers） 36
3.2.4 模糊運算 38
3.3 模糊層級分析法 39
3.4 模糊積分(FUZZY INTEGRAL) 41
第四章 資料分析-以高科技業女性為例 45
4.1 問題描述與資料收集 45
4.2 基本統計量分析 46
次數與百分比分析 46
4.3 不同工作壓力構面權重下產業策略優先序決定 52
4.3.1 評估準則權重計算結果 52
4.3.2 以簡單加權法決定產業策略先序設定結果 53
4.3.3 以模糊積分決定產業策略優先序設定結果 55
4.4 相同工作壓力構面權重下產業策略優先序決定 59
4.4.1 評估準則權重計算結果 59
4.4.2 以簡單加權法決定產業策略優先序設定結果 60
4.4.3 以模糊積分決定產業策略優先序設定結果 61
第五章 結論 63
5.1 研究結論與發現 63
5.2 研究建議與未來研究方向 67

表 目 錄

表2- 1 工作壓力定義匯整 10
表2- 2 決策問題的四大類別與其相關方法 26
表2- 3 模糊多屬性決策的分類 27
表3- 1 高科技業女性工作壓力源評估準則之定義描述（本研究整理） 34
表3- 2 高科技產業減壓策略之定義描述（本研究整理） 35
表4- 1 問卷發放公司統計資料(問卷對象：高科技業女性) 46
表4-2 高科技產業別次數與百分比分佈 47
表4- 3 年齡次數與百分比分佈 47
表4- 4 婚姻狀況次數與百分比分佈 48
表4- 5 教育程度次數與百分比分佈 48
表4- 6 公司工作年資次數與百分比分佈 49
表4- 7 通勤時間次數與百分比分佈 49
表4- 8 平均月收入次數與百分比分佈 50
表4- 9 隸屬部門次數與百分比分佈 50
表4- 10 工作職務次數與百分比分佈 51
表4- 11 評估準則之模糊權重、BNP值及排名(不同構面權重下) 52
表4- 12 高科技業女性工作者壓力源之重要程度排名(不同構面權重下) 53
表4- 13 模糊績效矩陣 54
表4- 14 以簡單加權法之產業策略綜效權重及優先序(不同構面權重下) 55
表4- 15 產業策略之模糊綜效及其BNP值 (不同構面權重下) 55
表4- 16 六大策略重要度的排名(記次) 56
表4- 17 在不同 值所得到之產業策略優先序 (不同構面權重下) 57
表4- 18 在不同 值所得到之產業策略優先序(不同構面權重下) 58
表4- 19 評估準則之模糊權重、BNP值及排名(相同構面權重下) 59
表4- 20 高科技業女性工作者壓力源之重要程度排名(相同構面權重下) 60
表4- 21 產業策略之模糊綜效及其BNP值 (相同構面權重下) 60
表4- 22 在不同 值所得到之策略優先序(相同構面權重下) 61
表4- 23 在不同 值所得到之產業策略優先序(相同構面權重下) 62


圖 目 錄

圖1- 1 研究流程與架構 5
圖2- 1 壓力之刺激模式 7
圖2- 2 壓力之反應模式 8
圖2- 3 壓力之交互模式 8
圖2- 4 壓力的四種基本類別 9
圖 3- 1 概念架構圖 33
圖 3- 2 三角模糊數示意圖 37
圖 3- 3 梯形模糊數示意圖 38
圖 3- 4 RELATIONSHIP AMONG THE TYPES OF MEASURES DISCUSSED 42
圖 3- 5 模糊積分示意圖 44
圖 5- 1 高科技業女性工作壓力與產業策略模型 67

1.井敏珠，1992，「已婚職業婦女生活壓力、因應策略、社會支持與生活滿意度之關係」，國立政治大學教育研究所博士論文。
2.行政院勞工委員會勞工安全衛生研究所，1994，「工作環境安全衛生狀況調查報告－受僱者認知調查」，台北。
3.李美枝，1984 年，「女性心理學」，台北：大洋。
4.李明書，1995，「從激勵的觀點探討薪酬制度」，勞工行政，第八十四期。
5.李金泉、陳俊瑜、陳俊良，2006，「健康的職場：壓力風險管理之應用」，工業安全科技，第五十八期。
6.李宏文，2002，「結合層級分析法、模糊理論與灰色系統理論建構供應商評選模式之研究」，國立台北科技大學生產系統工程與管理研究所碩士論文。
7.林純文，1996 ，「國民小學組織氣氛、教師工作壓力及其因應方式之研究」，國立屏東師範學院國民教育研究所碩士論文。
8.林少龍，1995，「組織因素、工作壓力及組織承諾相關研究」，中國文化大學國際企業管理研究所碩士論文。
9.林欽榮，2004，「組織理論與管理」，台北：揚智。
10.王小璠，2005，「多準則決策分析」，滄海。
11.石東生、陳秋蓉、張振平，2004，「93年度受僱者工作環境安全衛生調查」，行政院勞工委員會勞工安全衛生研究所。
12.吳榮福，2002，「台南縣國民小學總務主任工作壓力及其因應策略之研究」，國立台南師範學院教師在職進修學校行政碩士學位班碩士論文。
13.吳昭儀，2005，「層級分析法群體決策整合模式之研究」，國立成功大學工業與資訊管理學所博士論文。
14.吳萬益，2005，企業研究方法（二版），台北：華泰。
15.鄭雅文、葉婉榆、林宜平，2007，「台灣職場疲勞問題的社會性」，台灣衛誌，第26期，pp. 251- 253。
16.陸 洛、李惠美、謝天渝（2005）：牙醫師職業壓力與身心健康及職業倦怠之關係：以高雄市牙醫師為例。應用心理研究，第27卷第一期，pp. 59-80。
17.陸洛，1997，「工作壓力之歷程：理論與研究的對話。中華心理衛生學刊」，第10卷第4期，pp. 19-51。
18.曾瀞瑤，2004，「醫學中心護理人員工作壓力與身心健康之相關探討」。台灣大學醫療機構管理研究所碩士論文。
19.施惠文，2005，「工作壓力、社會支持與工作績效之相關研究-以高雄市政府員工為例」，國立中山大學碩士論文。
20.藍采風，2000，「壓力與調適」，台北：幼獅文化。
21.楊茹憶，1999，「職場中的性別歧視與性騷擾」，福利社會，第71期，pp. 23-31。
22.劉玉惠，1991，「工作壓力的實證研究以台北市報社文字記者為例」，國立政治大學公共行政研究所碩士論文。
23.劉瑞圖，1988，「從研究發展到技術升級」，工業簡訊，pp. 36-42。
24.黃英忠、黃瓊慧，1997，「影響中年職業婦女之工作投入認知程度及相關因素之研究-以高雄地區製造業及服務業為例」，輔仁管理評論，第4卷第2期，pp. 21-62.
25.嚴祥鸞，1997，「工作場所性別文化的形塑」，福利社會，第59期，pp. 18-22.
26.俞筱鈞，1987，「台北市高成就職業婦女之心理壓力與調適研究之初探」，中華心理衛生期刊，第3卷第2期，pp. 137-154。
27.陳秋瑩，1991，「台北市已婚婦女的角色壓力、社會支持與憂鬱症狀之研究」，國立陽明醫學院公共衛生研究所碩士論文。
28.陳育甄，2002，「模糊層級分析法應用於城際運具選擇模式之研究」，國立成功大學都市計劃研究所碩士論文。
29.潘美玲，2004，「馴服與抗拒：台灣高科技產業工程師勞動體制研究」，國科會計畫NSC 92-2412-H -155-003-SSS結案報告。
30.蔡正揚，1991，「技術引進策略及創業投資研究」，科技與本土國家政策研究中心。
31.毛遠誠，1995，「影響高科技產業經營績效之研究—以半導體產業為例」，國立成功大學碩士論文。
32.蔡宏明，1999，「我國高科技產業發展面對的挑戰與因應對策」，經濟情勢暨評論，第5卷第2期，pp. 88-110。
33.白滌清、蘇美惠，2002，「高科技產業的技術移轉風險與研發及經營績效之研究」，管理學報，第19卷第3期，pp. 565-584
34.曾慧萍，2002，「負荷-控制-支持與付出-回饋失衡工作壓力模型中文版量表之信效度檢驗：以電子產業員工為研究對象」，台灣衛誌，第6卷第21期。
35.連郁龍，2004，「模糊積分型滑動模式控制器於感應馬達速度控制之應用」，國立高雄應用科技大學電機工程研究所碩士論文。
36.曾國雄、鄧振源，1989年6月，「層級分析法（AHP）的內涵特性與應用（上）」，中國統計學報，第27卷第6期，pp. 5-22。
37.曾國雄、鄧振源，1989年7月，「層級分析法（AHP）的內涵特性與應用（下）」，中國統計學報，第27卷第7期，pp. 1-20。
38.曾國雄、邱華凱、李允中、王小璠、蘇木春，2003年1月17日，「第十一章：模糊決策系統」，模糊理論及其應用，全華科技。(ISBN: 9-572-13870-7)
39.涂芳凱，2002，「高雄市港資源整合發展策略評估之研究」，華梵大學工業管理系碩士班研究所碩士論文。
1.Abraham, A. and Nath, B., 2001, “A Neuro-fuzzy Approach for Modelling Electricity Demand in Victoria.” Applied Soft Computing, 1(2), pp. 127-138.
2.Allen, T.D., Herst, D.E., Bruck, C.S. and Sutton, M., 2000, “Consequences associated with work-to-family conflict: A review and agenda for future research.” Journal of Occupational Health Psychology, 5(2), pp. 278-308.
3.Badri, M.A., Mortagy, A.K. and Alsated, C.A., 1998, “A multi-objective model for locating fire stations.” European Journal of Operational Research, 110(2), pp. 243-260.
4.Baran, W., 1980, “Development of Design Methods Permanent Magnet Circuits. Demonstrated with a Core Magnet Assembly.” Journal of Magnetism and Magnetic Materials, 19(1-3), pp. 326-328.
5.Barbarosoglu, G., Ozdamar, L. and Cevik, A., 2002, “An Interactive Approach for Hierarchical Analysis of Helicopter Logistics in Disaster Relief Operations.” European Journal of Operational Research, 140(1), pp. 118-133.
6.Barling, J. and Frone, M.R., 2004, The psychology of workplace safety., American Psychological Association. US:Washington,DC.
7.Bastien, J.M.C., Scapin, D.L. and Leulier, C., 1999, “The Ergonomic Criteria and the ISO/DIS 9241-10 Dialogue Principles: A Pilot Comparison in an Evaluation Task.” Interacting with Computer, 11(3), pp. 299-322.
8.Beehr, T.A. and Newman, J.E., 1978, “Job stress, employee health, and organizational effectiveness: A facet analysis, model, and literature review.” Personnel Psychology, 31(4), pp 665-699.
9.Berkman L.F. and Kawachi I., 2000, A Historical for Social epidemiology., Oxford University Press, New York, Chapter 1, pp 3-12.
10.Belanche, L.A., Valdes, J.J., Comas, J., Roda, I. R., and Poch, M., 1999, “Towards a Model of Input-output Behaviour of Wastewater Treatment Plants Using Soft Computing Techniques.” Environmental Modelling and Software, 14(5), pp. 409-419.
11.Bogetoft, P. and Pruzan, P., 1991, Planning with multiple criteria, Investigation, Communication and Choice, North-Holland, Amsterdam.
12.Brown, R.D. et al., 1986, “ Stress on campus: An interactional perspective.” Research in higher education, 24(1), pp. 97-112.
13.Buckley, J.J., 1985, “Fuzzy Hierarchy Analysis.” Fuzzy Sets and Systems, 17(3), pp. 233-247.
14.Buckley, J.J., Feuring, T. and Hayashi Y., 2001, “Fuzzy hierarchical analysis revisited”, European Journal of Operational Research, 129(1), pp. 48-64.
15.Chau, O.L. and Parkan, C., 1995, “Selection of a Manufacturing Process with Multiple Attributes: A Case Study.” Journal of Engineering and Technology Management, 12(3), pp. 219-237.
16.Chen, S.J. and Hwang C.L., 1994, Fuzzy Multiple Attribute Decision Marking:Methods and Applications. Springer-Verlag, New York.
17.Chen, Z.X. and Francesco, A.M., 2003, “The relationship between the three components of commitment and employee performance in China”, Journal of Vocational Behavior, 62(3), pp. 490-510.
18.Chiou, H.K. and Tzeng, G.H., 2002, “Fuzzy Multiple-Criteria Decision-Making Approach for Industrial Green Engineering.” Environmental Management, 30(6), pp. 816-830.
19.Collier, P. and Gregory, A., 1995, “Investment Appraisal in Service Industries: a Field Study Analysis of the U.K. Hotels Sector.” Management Accounting Research, 6(1), pp. 33-57.
20.Costa, J.P., Melo, P., Godinho, P., and Dias, L.C., 2003, “The AGAP system: A GDSS for Project Analysis and Evaluation.” European Journal of Operational Research, 145(2), pp. 287-303.
21.Cooper, C.L. and Marshall, J., 1976, “Occupational sources of stress: A review of the literature relating to coronary heart disease and mental health.” Journal of Occupational Psychology, 49(1), pp. 11-28.
22.Delery, J.E. and Doty, D.H., 1996, “Modes of theorizing in strategic human resource management: Test of universalic, contingency and configurational performance predictions.” Academy of Management Journal, 39(4), pp. 802-835.
23.EC, 2002, Guidance on Workrelated Stress. Spice of Life or Kiss of Death?, European Commission, Luxembourg.
24.EC, 2008, European social partners report back on agreement to cut stress at work, European Commission, Brussels.
25.Fandel, G. and Gal, T., 2001, “Redistribution of Funds for Teachung and Redearch Among Universities: The case of North Rhine-Westphalia.” European Journal of Operational Research, 130(1), pp. 111-120.
26.Fleming, R., Baum, A. and Singer, J.E., 1984, “Toward on integrative Approach to the study of stress,” Journal of Personality and Social Psychology, 46(4), pp.939-949.
27.Gmelch, W.H. and Swent, B., 1988, “Research perspectives on administrative stress:cause, reactions, responses and consequences. ” Journal of Educational Administration, 26(2), 134-140.
28.Greiff, W.R., 2003, “Soft Computing in Information Retrieval: Techniques and Applications.” Information Processing & Management, 39(2), pp. 329-330.
29.HSE, 2001, Tackling Work-related stress: A managers’ guide to improving and maintaining employee health and well-being., Health and Safety Executive, Sudbury
30.HSE, 2004, HSE Making the stress Management Standards for Tackling Work-related Stress., Health and Safety Executive, British.
31.Hofmann, D.A. and Tetrick, LE., 2003, Health and safety in organizations:A multilevel perspective., Jossey-Bass, San Francisco.
32.Huang, Y.E., Chen, P.Y., Krauss, A.D. and Rogers, D.A., 2004, “Quality of the execution of corporate safety policies and employee safety outcomes:Assessing the moderating role of supervisor support and the mediating role of employee safety control.” Journal of Business and Psychology, 18(4), pp. 483–506.
33.IMD, 2009, World Competitiveness Yearbook, International Institute of Management Development.
34.ILO, 2000, Mental Health in the Workplace., International Labour Organisation, Geneva.
35.Ishii, K. and Sugeno, M., 1985, “A Model human evaluation process using fuzzy measure.” International Journal of Man-Machine Studies, 22(1), pp. 19-38.
36.Ivancevich, J. M. and Matteson, M. T., 1980, Stress and Work: A managerial perspective., Scott Foreman, New York.
37.Jamal, M., 1990, “Relationship of Job Stress and Type-A Behavior to Employees' Job Satisfaction, Organizational Commitment, Psychosomatic Health Problems, and Turnover Motivation.” Human Relations, 43(8), pp.727-738.
38.Jarke, M., 1986, “Knowledge sharing and negotiation support in multiperson decision support systems.” Decision Support System, 2(1), pp. 93-102.
39.Jex, S.M., 1999, “Stress and job performance :Theory, Research and Implications for Managerial Practice.” The Journal of Academic LibrarianshipLondon,25(6), pp. 494-495
40.Karasek, R.A.,1979, “Job Demand, Job Decision Latitude and Mental Strain:Implications for Job Redesign.” Administrative Science Quarterly, 24(2), pp. 285-307.
41.Kristof, 1996, “Person-organization fit: An integrative review of its conceptualizations, measurement, and implications.” Personnel Psychology, 49(1), pp. 1-49.
42.Lee, K.M. and Leekwang, H., 1995, “Identification of λ- fuzzy Measure by Genetic Algorithm.” F uzzy Sets and Systems, 75 (3), pp. 301-309.
43.Lee, W.B., Lau, H., Liu, Z.Z. and Tam, S., 2001, “A fuzzy analytic hierarchy process approach in modular product design.” Expert Systems, 18(1), pp. 32-42.
44.LePine, J.A., LePine, M.A. and Saul, J.R., 2007, “Relationships among work and non-work challenge and hindrance stressors and non-work and work effectiveness criteria: A model of cross domain stressor effects.” Occupational Stress and Well Being, 6(1), pp. 35-72.
45.Lindblom K.M., Linton S.J., Fedeli C. and Bryngelsson I.L., 2006, “Burnout in the working population: relations to psychosocial work factors.” International Journal of Behavioral Medicine, 13(1), pp. 51-59.
46.Matsatsinis, N.F. and Samaras, A.P., 2001, “MCDA and preference disaggregation in group decision support systems.” European Journal of Operational research, 130(2), pp. 414-429.
47.Matthews S, Hertzman C, Ostry A, Power C, 1998, “Gender, Workr oles and psychosocial work characteristics as determinants of health.” Social Science and Medicine, 46(11), pp. 1417-1424.
48.McGrath, J. E., 1976, Stress and behavior in organization., In Dunnette, M. (Eds.) Handbook of Industrial and Organizational Psychology, pp. 1358-1370.
49.Mon, D.L., Cheng, C.H., and Lin, J.C., 1994, “Evaluating weapon system using fuzzy analytic hierarchy process based on entropy weight”, Fuzzy Sets and Systems, 62, pp.127-134.
50.Monhanty, B.K., Singh, N., 1994, “Fuzzy relational equations in analytical hierarchy process”, Fuzzy Sets and Systems, 63(1), pp. 11-19.
51.NIOSH,1999, Stress at Work., National Institute for Occupational Safety and Health.
52.Nolan, J.R., 1998, “An expert fuzzy classification system for supporting the grading of student writing samples.” Expert Systems with Applications, 15(1), pp. 59-68.
53.Noori, H., 1995, “The design of an integrated group decision support system for technology assessment.”, R&D Management, 25(3), pp. 309-322.
54.OECD, 1999, Technology and Industry Scoreboard 1999:Benchmarking Knowledge-Based Economies., OECD Science, Organization for Economic Co-operation and Development, Paris.
55.Pearson, L. C. and Moomaw, R. H., 2005, “The Relationship between Teacher Autonomy and Stress, Work Satisfaction, Empowerment, and Professionalism.”Educational Research Quarterly, 29(1), pp. 37-53.
56.Pugliesi K., 1995, “Work and well-being: Gender differences in the psychological consequences of employment.” Journal of Health and Social Behavior, 36(1), 57-71.
57.Quick, J.C. and Murphy, L.R., 1992, Stress and well-being at work: Assessments and interventions for occupational mental health., American Psychological Association, Washington,DC.
58.Quick, J. C. and Tetrick, L. E., 2003, Handbook of occupational health psychology. , American Psychological Association, Washington,DC.
59.Lepine, J.A., Lepine, M.A. and Jackson C. L., 2004, “Challenge and Hindrance Stress: Relationships with exhaustion, motivation to learn, and learning performance.” Journal of Applied Psychology, 89(5), pp. 883-891.
60.Robbins, S. P., 2007, Organizational Behavior (12th ed.)., Prentice Hall, USA, Ch.12.
61.Roxburgh S., 1996,“Gender differences in work and well-being: effects of exposure and vulnerability.”Journal of Health and Social Behavior, 37(3), pp. 265-77.
62.Saaty, T. L., 1980, “The Analytic Hierarchy Process.” McGraw-Hill, New York.
63.Saaty, T.L. and Vargas, L.G., 1982, The Logic of Priorities., Kluwer-Nijhoff, Massachusetts, Boston.
64.Salanova, M., Peiro, J.M. and Schaufeli, W.B., 2002, “Self-efficacy Specificity and Burnout among Information Technology Works: An Extension of the Job Demand-control Model.” European Journal of Work & Organizational Psychology, 11(1), 1-25.
65.Salt, C.A. and Dunsmore, M.C., 2000, “Development of a spatial decision support system for post-emergency management of radioactively contaminated land.” Journal of Environmental Management, 58(3), pp. 169-178.
66.Sauter, S.L. and Murphy, L.R., 1995, Organizational risk factors for job stress., American Psychological Association, Washington,DC.
67.Selye, H., 1936, “A syndrome produced by diverse nocuous agents.”Nature, 138(1), pp. 32-34.
68.Selye, H., 1956, The stress of life., McGraw-Hill, New York.
69.Selye, H., 1976, Stress in Health and Disease., Butterworths, Boston.
70.Selye, H., 1982, History and present status of the stress concept., Handbook of Stress Theoretical and Clinical Aspects, NY：TheFree Press.
71.Shain, M., 2000, Best Advice on Stress Risk Management in the Workplace., Health Canada.
72.Shinn, M., Rosario, M.H. and Chestnut D.E., 1984, “Copying with job stress and burnout in human services.” Journal of personality and social psychology, 46(4), pp. 864-876.
73.Shirom, A., Melamed, S., Toker, S., Berliner, S. and Shapira I., 2005, “The Association Between Burnout, Depression, Anxiety, and Inflammation Biomarkers: C-Reactive Protein and Fibrinogen in Men and Women.” Journal of Occupational Health Psychology, 10(4), pp. 344-362.
74.Siu, O.L., 2003, “Job stress and job performance among employees in Hong Kong:The role of Chinese work values and organizational commitment.” International Journal of Psychology, 38(6), 337–347.
75.Spector, P. E., Chen, P. Y. and O'Connell, B. J., 2000, “A Longitudinal study of relations between job stressors and job strains while controlling for prior negative affectivity and strains.” Journal of Applied Psychology, 85(2), pp. 211-218.
76.Sugeno, M., 1974, Theory of Fuzzy Integrals and its Applications., Tokyo Institute of Technology, Japan:Thesis.
77.Storey D. J. and Tether B. S., 1998, "New Technology-Based Firms in the European Union: An Introduction." Research Policy, 26(9), pp. 933-946.
78.Triantaphyllou, E., 2001, Multi-Criteria Decision Making Methods: A Comparative Study., Kluwer Academic Publishers, Norwell.
79.Thomas, D.R.E., 1978, “Strategy is Different in Service Business.” Harvard Business Review, 56(4), pp.158-165.
80.Van Yperen, N. W. and Hagedoorn, M., 2003, “Do High Job Demands Increase Intrinsic Motivation or Fatigue or Both? The of Job Control and Job Social Support.” Academy of Management Journal, 46(3), pp.339-348.
81.Vermeulen M, Mustard C., 2000, “Gender differences in job strain, social support at work, and psychological distress.” Journal of Occupational Health Psychology, 5(4), pp. 428-440.
82.Wilkins K., 2007, “Work stress among health care providers.” Health Reports, 18(4), pp. 33-36.
83.Witkin, S.L. and Harrison, W.D., 2001, “Whose evidence and for what purpose? ” Social Work, 46(4), pp. 293-296.
84.Wang, H.F., 2004, “Multicriteria Decision Analysis: From Certainty to Uncertainty.” Ting Lung Book Co,Taichung
85.Wang, H.F. and Huang, C.S., 1993, “Multi-Parametric Analysis of the Maximal Tolerance in a Linear Programming Problem.” European Journal of Operational Research, 67(1), pp. 75-87.
86.Weiten, W., and Lloyd, M.A., 2006, Psychology applied to modern life: Adjustment in the 21st century., U.S.:Wadsworth Publishing.
87.Zacharatos, A., Barling, J. and Iverson, R.D., 2005, “High-performance work systems and occupational safety.” Journal of Applied Psychology, 90(1), pp. 77-93.
88.Zadeh, L. A., 1965, “Fuzzy Sets.” Information and Control, 8(2), pp. 338-353.