員工壓力、心理資本及工作滿意度之關聯性研究－－以西進大陸台商為例

The relationships among employee stress, psychological capital and job satisfaction - A case study of Taiwanese invested manufacturer in China

工作壓力不僅對於員工的健康及安全有所影響，更可能降低員工的工作績效而影響組織效能與競爭力，在全球化競爭態勢之下，面對環境變遷的工作壓力必然與日俱增。本研究試圖以正向組織行為研究領域新興議題中之心理資本（包含自我效能、樂觀、希望及韌性等四個構面）為主軸，探討心理資本在員工工作壓力與工作滿意度之間所扮演的角色，並以西進大陸傳統製造之台商製造業員工為研究對象，共發放500份問卷，有效回收問卷333份，66.6％有效回收率，作為結構方程模式分析之資料來源。分析結果顯示心理資本在性別上有顯著差異，台灣母公司員工所感受之工作壓力明顯高於大陸子公司員工，年齡越高員工所知覺的工作滿意程度越高，而心理資本完全中介員工工作壓力與工作滿意度之間的關係。研究結果強化了心理資本為有效抗壓資源的角色功能，並確認工作壓力與心理資本之間的影響關係。

In addition to the employee's healthy and working safety matters, job stress also decrease the performance which regards the organizational efficiencies and competitive advantages. Under the trends of globalizational competition, employees in organizations are day-to-day forced to face the increasing job stress caused by the surrounding change. This study intended to examine the mediation role of psychological capital (consisting of efficacy, hope, optimism, and resilience) between employee stress, psychological capital and job satisfaction. A total of 500 questionnaires were sent to the employees in Taiwan headquarter and their invested manufacturing base in China, 333 usable questionnaires returned, with 66.6% valid return rate. The results showed that gender had significantly different in PsyCap. Employees in Taiwan perceived more job stress than their colleagues in China base. Older employees perceived more job satisfaction than younger ones. Hypotheses and model fit test by structural equation modeling (SEM) revealed that PsyCap fully mediated the relationship between employee stress and job satisfaction. The hypotheses tested enforced the role of PsyCap as an important resource of combating stresses, which also confirmed the effective relationship between job stress and PsyCap.