工作倦怠是指員工因面臨工作上的各種壓力產生情緒、精神及健康上的耗竭，並導致員工績效表現低落及離開組織。工作倦怠的影響不論對於個體或組織而言都是重大的，故十分值得我們關注。
過去的研究發現，工作年資會影響工作倦怠的程度，然研究結果卻產生了分歧。本研究試圖加入了請假罪惡感作為干擾變項，試圖確認工作年資與工作倦怠的關係，是否會因而受到影響。
本研究以有工作經驗者為研究對象，共回收有效問卷270份，並經由資料分析獲得以下研究結果：1、工作年資與工作倦怠間呈現負向顯著的關係。2、當請假罪惡感高時，工作年資與工作倦怠間的關係反轉呈現正向關係。3、當請假罪惡感低時，工作年資與工作倦怠間的負向關係會減緩。

Many studies have considered job tenure as a factor possibly related to burnout. However, results of these studies have not been conclusive. The purpose of this study is to explore the impact of job tenure on burnout. Furthermore, this study tries to find if the guilty of asking for leave is a moderating factor on job tenure and burnout, and how it will effect on the relationship.
A total of 270 person with job experience in Taiwan participated in this study. The result showed a negative relationship between job tenure and burnout. People who have shorter tenure were more likely to experience burnout. In addition, there were a moderating effects as guilty of asking for leave between the relationship of job tenure and burnout. Limitations and future research directions are also discussed.

論文審定書.……………………………………………………………………...……i
中文摘要.………………………………………………………………………...……ii
英文摘要……………………………………………………………………………iii
目錄……………………………………………………………………………...……iv
圖目錄…………………………………………………………………………...……v
表目錄…………………………………………………………………………...……vi
第一章 緒論…………………………………………………………………………1
第二章 文獻探討……………………………………………………………………4
第一節 工作年資對工作倦怠之影響……………………………………4
第二節 請假罪惡感與工作年資對工作倦怠之干擾效果………………9
第三章 研究方法……………………………………………………………………16
第一節 研究架構與假設………………………………..………………16
第二節 研究樣本與施測程序……………………………….…….……17
第三節 測量工具………………………………………………..…18
第四節 資料分析方法………………………………………………..…20
第四章 研究結果……………………………………………………………21
第一節 樣本特性………………………………………………………21
第二節 敘述性統計與相關係數分析……………………………..……23
第三節 迴歸分析及假設檢定…………………………………………24
第五章 討論與建議……………………………………………………………28
第一節 研究結果與討論………………………………………………28
第二節 管理意涵……………………………..………………..…30
第三節 研究限制與未來研究建議……………………………………31
參考文獻……………………………………………………………..………………33
附錄 - 研究調查問卷................................................46

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