工作無聊是員工在組織中常會經歷的現象，為了瞭解其對於員工的影響，本研究主要以資源保存理論的觀點，探討工作無聊如何影響工作敬業，以及後續衍生的工作拖延行為，此外，從正向心理學的角度出發，本研究也進一步探討員工個人心理資本強弱，對於工作無聊與工作敬業之間的關係是否具有調節效果。
本研究以經驗抽樣法之研究設計，研究對象為135位全職工作的受試者，每日上班中與下班後各發放一份線上問卷，並連續蒐集5個工作天，共有效配對618份每日問卷。本研究採用跨層次路徑分析檢驗假設，研究結果顯示（1）個體若經歷工作無聊，將會降低其當天的工作敬業程度，並更容易展現工作拖延行為 （2） 但個體的心理資本會調節每日工作無聊與工作敬業的負向關係，進而決定是否會產生工作拖延行為，換言之，若個體的心理資本越高時，工作無聊與工作敬業的負向關聯性會越弱，反之當心理資本越弱時，則會強化兩者的負向關聯性。本研究最後針對組織如何改善個體工作敬業面對工作無聊所帶來的影響，提出相關實務管理意涵與未來研究建議。

Work boredom is a phenomenon that employees always experience in organizations. This study aims to investigate how work boredom affects work engagement and subsequent behavior - procrastination at work, from the perspective of conservation of resource theory. Furthermore, this research also estimates whether employees’ psychological capital moderates work boredom’s effect on work engagement. The current study collected data from 135 participants working with a full-time job based on the experience sampling method. The online survey was distributed every morning and evening for five working days. The total sample size that was eligible for the analysis was 618 data points. This study adopts the multilevel path analysis to test hypotheses. The results show a significant negative relationship between work boredom and work engagement and between work engagement and procrastination at work. Besides, psychological capital moderates the relationship between work boredom and work engagement. In other words, when the individual’s psychological capital is higher, the negative relationship between work boredom and work engagement will be weaker, vice versa. This research also indicated the practical management implications of improving work boredom’s impact on work engagement and providing future research suggestions.

論文審定書 i
摘　要 ii
ABSTRACT iii
第一章 緒論 1
第二章 文獻探討 5
第一節 工作敬業 5
第二節 工作無聊與工作敬業的關聯性 6
第三節 工作敬業與工作拖延的關係 8
第四節 工作敬業對工作無聊與工作拖延的中介效果 10
第五節 心理資本的調節效果 10
第三章 研究方法 13
第一節 研究樣本與施測程序 13
第二節 研究工具 14
第三節 資料分析方法 17
第四節 驗證性因素分析 18
第四章 研究結果 19
第一節 敘述性統計與相關係數表 19
第二節 假設檢定 20
一、 工作無聊與工作拖延關係：以工作敬業為中介 20
二、 工作無聊與工作敬業關係：心理資本的調節效果 21
三、 補充分析： 22
(1) 工作無聊與工作敬業關係：自我效能的調節效果 22
(2) 工作無聊與工作敬業關係：希望的調節效果 23
(3) 工作無聊與工作敬業關係：韌性的調節效果 23
(4) 工作無聊與工作敬業關係：樂觀的調節效果 24
第五章 研究結果 26
第一節 研究結論 26
第二節　實務管理意涵 27
第三節　研究限制與未來研究建議 28
參考文獻 30
附件 35

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