常言道，「吃得苦中苦，方為人上人」，然而，每個員工面對壓力時的感受不盡相同。過去的研究中指出較少探討壓力源與主動生涯管理的相關機制，故本研究引入「壓力認知評估與因應理論」之觀點，建構該理論模型以探討挑戰型-阻礙型壓力源是否會透過活力的中介效果進而影響主動生涯行為，並檢視恆毅力能否調節阻礙型壓力源與活力之關係。本研究採用兩階段之問卷調查，研究對象為全職在職員工，並且兩階段問卷之間隔時間為兩週，配對後有效樣本為247 份。根據研究結果顯示：(1) 在挑戰型壓力源的情況下會增加自身的活力；(2) 在阻礙型壓力源情況下會減弱活力；(3) 活力會正向增加主動生涯行為；(4) 活力中介了挑戰-阻礙型壓力與主動生涯行為之關係，亦即挑戰型壓力源會藉由活力的正面影響，加強主動生涯行為；(5)阻礙型壓力源會藉由活力的負面影響，降低主動生涯行為；(6) 高恆毅力會強化阻礙型壓力源與活力的負向關係。

As a saying goes, “No pain, no gain”, however, everyone’s experience of stress differs. Previous studies seldom discussed the relationship between challenge and hindrance stressors and proactive career behaviors Therefore, this study adopts the perspective of the Transactional theory of stress and coping to construct a theoretical model. Therefore, this model explores the mediating role of vitality in the relationship between challenge and hindrance stressors and proactive career behaviors, and to examine whether grit moderates the relationship between hindrance stressors and vitality.
Data was collected in two stages with a 2 weeks time lag from a sample comprising 247 full-time employees. The results show that: (1) Challenge stressors have a positive relationship with vitality; (2) Hindrance stressors have a negative relationship with vitality; (3) Vitality has a positive relationship with proactive career behaviors; (4) Challenge stressors mediate proactive career behaviors through vitality; (5) Hindrance stressors mediate proactive career behaviors through vitality; (6) High levels of grit moderate the negative relationship between hindrance stressors and vitality.

論文審定書 i
致謝 ii
摘要 iii
Abstract iv
目錄 v
圖次 vii
表次 viii
第壹章 緒論 1
第貳章 文獻回顧與研究假設 5
第一節 壓力認知評估與因應理論 5
第二節 挑戰型-阻礙型壓力源 7
第三節 活力 9
第四節 主動生涯行為 10
第五節 恆毅力 12
第六節 挑戰型-阻礙型壓力源與活力 13
第七節 活力與主動生涯行為 15
第八節 活力之中介效果 16
第九節 恆毅力之調節效果 18
第參章 研究方法 20
第一節 研究架構 20
第二節 研究假設 21
第三節 研究對象與程序 21
第四節 研究變項與衡量工具 22
第五節 資料分析方法 23
第肆章 研究結果 25
第一節 敘述性統計 25
第二節 驗證性因素分析 27
第三節 相關分析 28
第四節 假設驗證 29
第伍章 結論與建議 34
第一節 研究貢獻 34
第二節 管理實務意涵 36
第三節 研究限制與未來研究建議 39
參考文獻 41

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