在越發競爭之社會及職場環境中，許多企業為取得競爭優勢進而不斷提高對員工之工作要求，致使工作過荷成為現今一普遍現象；與此同時，面臨缺工趨勢，企業也愈加重視能有效預測組織績效及員工離職行為的工作滿意度及離職傾向，藉以避免因工作不滿意而導致組織績效下降又或是出現因員工離職而造成的人力缺失及時間與教育成本等浪費。過往研究證實，工作過荷對工作滿意度會產生負面效果，對離職傾向也將產生正面效果，即使工作滿意度下降、離職傾向上升；然而，對於工作過荷是藉由何種機制影響工作滿意度及離職傾向及人格特質是否也會對此關係造成影響所知較少，因此本研究運用情感事件理論之觀點建構一研究模型，用以探究工作過荷是否會透過負向情感之中介效果進而影響工作滿意度及離職傾向，同時也檢視核心自我評估之人格特質能否調節工作過荷與負向情感之關係。本研究以臺灣製造業全職員工為研究對象進行自評式問卷調查，共回收 294 筆有效資料。分析結果顯示，工作過荷會透過負向情感對工作滿意度及離職傾向產生連續性之間接效果，但意料之外的是，核心自我評估的調節效果未獲得支持。本研究於結尾針對結果討論實務管理意涵，並給予未來研究者可改善之方向建議。

To gain more competitive advantages to survive in this cutthroat world, many companies keep raising job requirements, resulting work overload become a common phenomenon. At the same time, with the trend of labor shortage, companies also pay more attention on employees' job satisfaction and turnover intention which can effectively predict organizational performance and employee turnover behavior. Previous research has shown that work overload would impact job satisfaction negatively and affect turnover intention positively. Nevertheless, there is limited knowledge regarding the mechanisms through which work overload affects job satisfaction and turnover intention, as well as whether personality traits have an impact on this relationship. Hence, this study choice the affective events theory to be the main perspective to construct a research model, and explore whether work overload affects job satisfaction and turnover intention through the mediating effect of negative affect. It also examines whether core self-evaluation can moderate the relationship between work overload and negative affect or not. Results from 294 self-report valid responses show that work overload has an indirect effect on job satisfaction and turnover intention through negative affect. However, unexpectedly, the moderating effect of core self-evaluation was not supported. Finally, this study discusses the practical management implications of the results and provides some research suggestions which can improve this study.

i 論文審定書
ii 摘 要
iii Abstract
iv 目 錄
vi 圖 次
vii 表 次
第壹章 緒論 p. 1
第貳章 文獻探討 p.6
第一節、工作過荷 p.6
第二節、情感事件理論 p.7
第三節、工作過荷與負向情感 p.8
第四節、負向情感與工作態度之關聯 p. 9
第五節、核心自我評估與工作過荷、負向情感之關係 p.12
第參章 研究方法 p.16
第一節、研究架構與假設 p. 16
第二節、研究樣本與抽樣方式 p. 16
第三節、測量工具 p.17
第四節、分析方法 p.19
第肆章 研究結果 p.21
第一節、驗證性因素分析 p. 21
第二節、相關分析 p. 22
第三節、假設檢驗 p.23
第伍章 結論 p.28
第一節、理論意涵 p.28
第二節、管理實務意涵 p.31
第三節、研究限制與未來研究建議 p.33
參考文獻 p.35

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