現代人因工時的增加，每天需花費大量的時間投入在工作中，因此使職場中的人際互動關係開始變得頻繁且重要，而職場友誼也因此成為了研究中的重要議題之一。本研究想進一步探討職場友誼相關的研究缺口，包含更具體的指出在組織中職場友誼是如何形成，並以社會交換理論為基礎，推論知覺義務感可能為影響職場友誼的前因。除此之外，本研究亦以資源保存理論的觀點來探討職場友誼所帶來之利益，並進一步釐清員工是否會經由產生知覺義務感而引發職場友誼後，降低員工情緒耗竭並進而提升員工工作績效。亦因上述研究變項經常會因為受到人格特質之影響而導致結果有所不同，因此本研究也加入情緒穩定性作為調節變項。本研究跨兩個時間來收集資料，共收回237份兩階段有效問卷。並以階層迴歸分析的方式做進一步探討，而研究結果顯示出職場友誼與情緒耗竭會依序中介知覺義務感與工作績效間的正向關係，而情緒穩定性首先會弱化知覺義務感與職場友誼間的正向關係，但其會強化職場友誼與情緒耗竭間的負向關係。此外，調節式中介效果之分析結果顯示，情緒穩定性會調節知覺義務感與職場友誼及職場友誼與情緒耗竭這兩段關係，進而影響工作績效的間接效果。此外本研究亦會針對研究結果提出實務管理意涵及未來研究建議，以利後實務界管理者及後續研究者參考。

Due to the increase in working hours, people spend much time in the organization every day, so workplace friendship has become an important topic of research. This study draws on Social Exchange Theory to explore whether the felt obligation is an antecedent that affects workplace friendship. Furthermore, this study also applies Conservation of Resources Theory to examine whether the felt obligation triggers workplace friendship, reducing employees' emotional exhaustion and increasing their task performance. Finally, this study includes emotional stability as moderating variable to examine its moderating mediating role. The research tested this model using a sample of 237 full-time employees by questionnaires at two-time points. Hierarchical regression analyses showed that workplace friendship and emotional exhaustion mediate the positive relationship between felt obligation and task performance. Emotional stability weakens the positive relationship between felt obligation and workplace friendship. However, emotional stability strengthens the negative relationship between workplace friendship and emotional exhaustion. In the end, the results showed that emotional stability strengthens the indirect relationships that are mentioned above. Moreover, this research discusses the contributions based on the research results and proposes management implications and future research recommendations.

目錄
國立中山大學研究生學位論文審定書 i
謝誌 ii
摘要 iii
Abstract iv
目錄 v
圖目錄 vii
表目錄 vii
第一章 緒論 1
第二章 文獻探討 5
第一節 職場友誼 5
第二節 知覺義務感與職場友誼之關係 10
第三節 職場友誼與情緒耗竭之關係 12
第四節 職場友誼與情緒耗竭的中介效果 13
第五節 情緒穩定性對知覺義務感與職場友誼間關係的調節效果 14
第六節 情緒穩定性在職場友誼與情緒耗竭間關係的調節效果 15
第七節 知覺義務感與工作績效間的調節式中介效果 16
第三章 研究方法 18
第一節 研究樣本及程序 18
第二節 研究變項及工具 21
第三節 資料分析方法 23
第四章 研究結果 25
第一節 描述性統計資料與相關係數分析 25
第二節 驗證性因素分析 25
第三節 假設檢定 27
第五章 研究討論與建議 31
第一節 研究結果討論 31
第二節 管理意涵 34
第三節 研究限制與未來研究方向 36
參考文獻 39
附錄：問卷 44
 

圖目錄
圖2-7-1 研究架構圖 18
圖4-3-2 情緒穩定性對於職場友誼與情緒耗竭之交互作用圖 29

表目錄
表3-1-1 樣本基本背景資料分析表 21
表4-2-1相關係數矩陣 27
表4-2-2各模式之驗證性因素分析結果 28
表4-3-1 迴歸分析結果 30
表4-3-2 知覺義務感與情緒耗竭間之調節式中介結果 31

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