在面對全球產業競爭激烈的環境下，企業的營運績效除了受到組織內員工的知識與技能影響外，員工的態度與行為也是影響企業績效的重要因素。對組織而言，員工是最重要的資產，也是企業競爭力的核心來源，因此，員工的工作滿足與情感型組織承諾對於組織營運績效的影響力就益顯重要。然而，壓力的管理是組織成員所必須面對的重要議題，因此，本研究主要為探討工作壓力對工作滿足與情感型組織承諾的影響。
從社會學習理論的觀點來探討，自我效能強度愈強，愈可以降低對壓力的感受程度。因此，本研究目的之二為探討工作壓力是否會透過自我效能調節而影響工作滿足與情感型組織承諾。本研究以農會員工為研究對象，總計回收1229份有效問卷，研究顯示：
（一）工作壓力對工作滿足有負向關係
（二）工作壓力對情感型組織承諾有負向關係
（三）工作壓力對工作滿足的影響效果會因個人自我效能之不同而有所
不同
（四）工作壓力對情感型組織承諾的影響效果會因個人自我效能之不同而
有所不同

關鍵字：工作壓力、自我效能、工作滿足、情感型組織承諾

In the face of fierce global competition, the operation performance of corporation within the organization is affected not only by the knowledge and skills of staff but also attitude and behavior staff which are significant factors of business performance. From the perspective of the organization, the employee is the important property and core source of competition. However, competitive situation at workplace results in job stress in various ways which, in turn, would impact the members of organization. Thus, the main propose of this study is to investigate the relationship between job stress and job satisfaction, and affective commitment. In this view, there should be a relationship between job stress, work attitudes the job satisfaction of staff and affective commitment. In addition, form social learning theory, this study explores moderating role of self- efficacy.
The sample of this study is the staff of 13 Farmers Associations in Taiwan. A total of 1229 participants returned valid responses for the further analysis. The results of this study reveal:
1.Job stress is positive relationship to job satisfaction.
2.Job stress is positive relationship to affective commitment.
3.It will be different that the effect which job stress affects job satisfaction to result from distinctive of self-efficacy.
4.It will be different that the effect which job stress affects affective
commitment to result from distinctive of self-efficacy.

Key word: job stress, self- efficacy, job satisfaction, affective commitment

摘要 i
Abstract ii
誌謝 iii
目錄 iv
表目錄 vi
圖目錄 vi
第一章 緒論 1
1.1研究動機與背景 1
1.2研究目的 4
第二章 文獻探討 5
2.1 工作壓力 5
2.1.1工作壓力的意涵 5
2.1.2工作壓力的來源 7
2.2工作滿足 8
2.2.1工作滿足的意涵 8
2.2.2工作滿足的理論 10
2.2.3工作滿足的前置因素 11
2.3工作壓力與工作滿足的關聯 12
2.4組織承諾的意涵 13
2.4.1組織承諾的前置因素 15
2.4.2情感型組織承諾 16
2.4.3情感型組織承諾的意涵 16
2.5工作壓力與情感型組織承諾的關聯 17
2.6自我效能 18
2.6.1自我效能的意涵 18
2.6.2自我效能的形成 19
2.6.3自我效能感的特徵向度 20
2.7自我效能對工作壓力與工作滿足之調節作用 21
2.8自我效能對工作壓力與情感型組織承諾之調節作用 22
第三章 研究方法 24
3.1研究架構 24
3.2研究對象 25
3.3變項測量 26
3.4研究方法分析 28
第四章 研究結果 29
4.1 問卷信度分析 29
4.2 敘述性統計 30
4.3 相關分析 32
4.4 迴歸分析 35
第五章 結論與討論 41
5.1 研究結論 41
5.2管理意涵 45
5.3研究限制 49
5.4後續研究建議 49
中文參考文獻 50
英文參考文獻 53

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