員工在面對重大工作事件時所產生的情緒波動對於其工作表現起到重大的作用。本研究探討當員工應對其主觀認定為負面之工作事件時對職業倦怠之影響，負面工作事件透過情緒事件理論將造成員工之情緒過度擴張，進而產生情緒衰竭，然而在現有之職業倦怠理論研究中，卻經常忽略了去人格化與個人成就感降低這兩個因素，因此本研究將職業倦怠拆解為三個面向，希望建立一個更完整之職業倦怠理論模型。此外，希望透過加入情緒調節作為調節變數，以了解負面工作事件、職業倦怠透過情緒調節策略與工作敬業之關係，亦觀察不同之情緒調節策略對於職業倦怠三個面向之影響機制。本研究採取連續兩天，共三階段之問卷調查方法，蒐集到244份臺灣全職工作者之樣本。然而研究結果顯示，高事前情緒調節策略卻無法如先前研究顯示的有效調節職業倦怠之出現，而高反應調節策略則是如先前研究顯示將加劇職業倦怠之產生。本研究將有助於員工面對負面工作事件選擇應對策略之傾向，以及企業亦可檢視工作環境是否讓員工可以有效排解情緒，以提升其工作表現。

Employee emotional ups and downs in the face of big work events have a substantial impact on how well they accomplish their jobs. The effect of employees' subjective identification of stressful work events on burnout is examined in this study. According to the notion of emotional events, negative work events cause excessive emotional amplification and, as a result, emotional exhaustion. However, depersonalization and diminished personal accomplishment, two crucial components, are frequently ignored in the existing studies on burnout. To create a more thorough theoretical model of burnout, this study breaks down burnout into three categories. Furthermore, this study aims to analyze the association between negative work events, burnout, and work engagement as well as to examine the mechanisms influencing different emotion regulation tactics on the three aspects of burnout by incorporating emotion regulation as a moderating variable. With 244 full-time workers This study used a questionnaire survey method with three stages finished over two consecutive days, recruiting Taiwanese workers. Contrary to earlier study, however, high antecedent-focused emotion regulation did not effectively regulate the appearance of burnout, but high response-focused emotion regulation, as earlier research demonstrated, increased the appearance of burnout. Organizations might examine whether the work environment helps people control their emotions to execute their jobs more effectively. When presented with stressful work situations, employees will be more likely to choose coping mechanisms because of this study.

論文審定書 i
中文摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 vi
第壹章 緒論 1
第貳章 文獻探討 3
第一節 負面工作事件 3
第二節 工作敬業 3
第三節 職業倦怠 4
第四節 情緒調節 5
第五節 負面工作事件與工作敬業：職業倦怠的中介效果 8
第六節 負面工作事件與職業倦怠的關係：情緒調節之調節效果 9
（一）負面工作事件與情緒衰竭的關係：情緒調節之調節效果 10
（二）負面工作事件與去人格化的關係：情緒調節之調節效果 11
（三）負面工作事件與成就感降低的關係：情緒調節之調節效果 13
第七節 負面工作事件、職業倦怠與工作敬業的關係：情緒調節之調節效果 14
第參章 研究方法 18
第一節 研究架構 18
第二節 研究樣本與施測程序 18
第三節 研究工具 19
（一）負面工作事件 19
（二）情緒調節 19
（三）情緒衰竭 20
（四）去人格化 20
（五）個人成就感 20
（六）工作敬業 21
第肆章 研究結果 22
第一節 敘述統計與相關係數 22
第二節 驗證性因素分析結果 22
第三節 研究假設驗證 23
（一）負面工作事件與職業倦怠之關係 23
（二）職業倦怠與工作敬業之關係 24
（三）負面工作事件、職業倦怠與工作敬業之中介模型 24
（四）負面工作事件、情緒調節與情緒衰竭之調節模型 25
（五）負面工作事件、情緒調節與去人格化之調節模型 28
（六）負面工作事件、情緒調節與成就感降低之調節模型 30
（七）負面工作事件、情緒調節與情緒衰竭之調節式中介模型 33
（八）負面工作事件、情緒調節與成就感降低之調節式中介模型 35
第伍章 討論 37
第一節 理論意涵 37
（一）職業倦怠之中介效果 37
（二）情緒調節之調節效果 38
第二節 實務意涵 41
（一）負面工作事件對員工的影響 41
（二）情緒調節選擇的重要性 42
第三節 研究限制與未來研究建議 43
參考文獻 45
附錄 49

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