本研究以補償理論（Compensatory Theory）為基礎，探討休閒參與對員工個人健康、家庭促進與工作投入的影響，針對工作1年以上的職場員工為研究對象，進行問卷發放，期能將上述問題作一釐清，並達到以下研究的目的。首先，休閒參與對個人健康、家庭促進與工作投入的影響；其次，探討休閒參與和心理資本的影響效果；最後，進一步以心理資本為中介變項，探討心理資本對休閒參與和個人健康、家庭促進與工作投入之間之中介效果。針對台灣地區目前各行業之職場工作員工為研究對象進行問卷發放，回收有效問卷387份，並透過相關分析，階層迴歸分析等統計分析方法進行假設檢定，結果顯示，休閒參與對員工個人健康、家庭促進與工作投入呈正相關；其次，休閒參與和心理資本呈正相關；最後，心理資本對休閒參與和個人健康、家庭促進與工作投入之間具有中介效果。透過以上的研究結果提供組織內實務管理與未來研究發展的建議。據此，建議組織可以落實代理人制度，鼓勵同仁適時適度休假，並充分運用年度休假來釋放壓力，以建構個人健康、家庭促進與工作投入，創造員工與組織雙贏的環境氛圍。最後，討論本研究意涵、研究限制及未來研究方向。

Based on the Compensatory theory, this study explores the impact of leisure participation on the employees' personal health, family facilitation and work engagement. Questionnaire has been filled by the staff who work for more than 1 year. First, the impact of leisure participation on personal health, family facilitation and work engagement; Secondly, to study the effects of leisure participation and psychological capital; Finally, the psychological capital is used as the mediator, to search and discover the relationship between psychological participation, personal health, family facilitation and work engagement. Survey data were collected from a sample of 387 full-time employees working more than one year in Taiwan. And through the correlation analysis, hierarchical regression analysis and other statistical analysis method to do hypothesis test. The results showed that the leisure participation is ositively related to the personal health, family facilitation and work engagement. Leisure participation and psychological capital are positively correlated. And psychological capital has a mediating effect on leisure participation, personal health, family facilitation and work engagement. Through the research results to provide practical management within the organization and future research recommendations. Accordingly, it is recommended that the organization be able to implement the agent system, encourage colleagues to have a proper leisure time to release the pressure, build personal health, promote family happiness and work engagement. Both employees and organizations create a win-win relationship. Finally, the limitations of the research are discussed and provided for further research.

摘 要 i
Abstract ii
謝 誌 iv
目 錄 v
表目錄 vi
圖目錄 vi
壹、 緒論 1
一、 研究動機 1
二、 研究目的 3
貳、 文獻回顧與探討 4
一、 補償理論 4
二、 休閒參與 4
三、 個人健康 6
四、 家庭促進 7
五、 工作投入 8
六、 心理資本 9
參、 研究方法 12
一、 研究架構與假設 12
二、 研究對象與抽樣 13
三、 各變項衡量 15
四、 測量模式分析 21
肆、 研究結果 23
一、 敘述統計及各變項之相關分析 23
二、 假說驗證 27
伍、 結論與建議 29
一、 結論 29
二、 理論意涵 30
三、 實務意涵 30
四、 研究限制與建議 31
參考文獻 33
中文部份 33
英文部份 34
附 錄-問卷 40

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