近年來，組織不僅重視員工的工作績效，職場健康議題逐漸成為企業管理關注的核心議題。過去研究多聚焦健康型領導對員工幸福感與員工身心健康狀況的影響，然而，針對個人動機及其相關議題的研究仍相對不足。基於上述，本研究擇定資源保存理論，建構一個健康型領導、職場正念與活力旺盛之關聯模型，並納入領導者部屬交換關係作為調節變數，以探討不同交換關係品質對此歷程所產生的調節效果。本研究採用自陳式問卷進行調查，了解健康型領導如何影響員工的活力旺盛，並進一步檢視職場正念的中介作用，以及領導者部屬交換關係的調節效果，共計回收有效問卷485份。研究結果顯示，健康型領導可透過促進職場正念的發展，進而增強員工的活力旺盛，驗證職場正念的中介作用。此外，領導者部屬交換關係在高品質交換關係下發揮顯著的調節效果，顯示當主管與部屬關係良好時，健康型領導對職場正念的影響將更加顯著，可以強化職場正念對活力旺盛的中介效果。相對而言，當領導者部屬交換關係品質較低時，此調節效果並不顯著。最後，本研究進一步針對管理實務意涵、研究限制以及建議未來可行之研究途徑進行討論，以期能為後續相關研究提供理論與實務層面的參考依據。

In recent years, organizations have increasingly emphasized not only employees' job performance but also workplace health, which has become a central issue in corporate management. While prior research has largely focused on the effects of health-specific leadership on employee well-being and physical and mental health, studies addressing individual motivation and related factors remain relatively limited. To address this gap, the present study adopts the Conservation of Resources (COR) theory to develop a conceptual model linking health-specific leadership, workplace mindfulness, and thriving at work. Leader–member exchange (LMX) quality is introduced as a moderating variable to explore its effect on this process. Using a self-reported questionnaire survey, this study investigates how health-specific leadership influences thriving at work, examines the mediating role of workplace mindfulness, and assesses the moderating effect of Leader–member exchange quality. A total of 485 valid responses were collected. The results indicate that health-specific leadership enhances thriving at work by fostering workplace mindfulness, supporting its mediating role. Furthermore, the quality of Leader–member exchange significantly moderates this relationship; specifically, when Leader–member exchange quality is high, the impact of health-specific leadership on workplace mindfulness—and consequently its indirect effect on thriving at work—is strengthened. Conversely, when Leader–member exchange quality is low, this moderating effect is not significant.Finally, this study discusses practical implications for management, outlines research limitations, and proposes directions for future research, aiming to provide both theoretical and practical contributions to the field.

論文審定書 i
中文摘要 ii
英文摘要 iii
目 錄 iv
第壹章 緒論 1
第貳章 文獻探討 5
第一節 資源保存理論 5
第二節 健康型領導 6
第三節 職場正念 7
第四節 活力旺盛 8
第五節 領導者部屬交換關係 9
第六節 各研究變項間的關聯與假設推導 10
第參章 研究方法 17
第一節 研究架構與假設 17
第二節 研究對象與抽樣方式 17
第三節 研究工具 18
第四節 資料分析方法 19
第肆章 研究結果 22
第一節 描述性統計 22
第二節 驗證性因素分析 22
第三節 相關分析 24
第四節 假設檢定 25
第伍章 討論與建議 31
第一節 理論意涵 31
第二節 管理實務意涵 34
第三節 研究限制與未來研究建議 36
參考文獻 38
一 中文文獻 38
二 外文文獻 38

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