在現代職場中，工作意義與工作自主性日益受到員工的重視。雖然過往研究多
聚焦於如何促進工作幸福感，但對於內在工作資源如工作自主性與工作意義如何
影響工作幸福感的作用機制尚需深入探討。因此，本研究基於資源保存理論(Conservation of Resources)中的資源列車通道（Resource Caravan Passageways）觀點，探討工作自主性與工作意義是否透過活力旺盛的中介效果進一步影響員工的工作幸福感。本研究以台灣地區的全職員工為研究對象，採用一階段問卷調查法，最終回收280 份有效樣本。研究結果顯示，工作意義能透過提升活力旺盛促進工作幸福感。然而，出乎預期的是，工作自主性作為自變數的影響並未獲得支持。最後，根據實證結果，本研究提出管理與實務上的建議，並為未來研究方向提供具體建議。

In contemporary work environments, meaning of work and job autonomy have increasingly become critical areas of focus for employees. Previous studies have
predominantly emphasized methods to enhance work well-being; however, the mechanisms by which intrinsic work resources, such as job autonomy and meaning of
work, contribute to work happiness remain underexplored. Consequently, this study proposed the Conservation of Resources theory and the concept of Resource Caravan Passageways that examines whether job autonomy and meaning of work influence work
well-being on employees through the mediating effect. This study conducted a survey of full-time employees in Taiwan through one-stage questionnaire and 280 valid responses were collected. The results showed that meaning of work enhances work well-being by
promoting thriving at work. Unexpectedly, job autonomy as an independent variable did not show a significant effect. In conclusion, this study implicated managerial and practical insights based on these findings and provides detailed recommendations for future research.

論文審定書.................................................................…....i
摘 要...................................................................………….ii
Abstract...........................................................…...….…..iii
目 錄....................................................…...…...…….…...iv
圖 次..................................................................…........…vi
表 次...............................................................……….…..vii
第壹章 緒論 ..................................................................... 1
第貳章 文獻探討 ............................................................. 4
第一節、資源保存理論 .................................................. 4
第二節、工作自主性 ...................................................... 5
第三節、工作意義........................................................... 6
第四節、活力旺盛 .......................................................... 8
第五節、工作幸福感 ...................................................... 8
第六節、研究變項間之關係 ........................................ 10
第參章 研究方法 ........................................................... 18
第一節、研究架構與假設 ............................................ 18
第二節、研究樣本與施測程序 .................................... 19
第三節、研究工具 ........................................................ 19
第四節、資料分析方法 ................................................ 20
第肆章 研究結果 ........................................................... 22
第一節、敘述性統計分析 ............................................ 22
第二節、驗證性因素分析 ............................................ 23
第三節、相關分析 ........................................................ 24
第四節、假設檢定 ........................................................ 25
第伍章 結論 ................................................................... 28
第一節、理論意涵 ........................................................ 28
第二節、管理實務意涵 ................................................ 29
第三節、研究限制與未來研究建議 ............................ 31
參考文獻 ........................................................................ 33

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