現今社會因大眾教育水平提高，人們對職涯規劃也有較高的期待，不僅期望能發揮所長，也期待接觸豐富且具挑戰性的工作內容，並擁有學習新知、職涯成功的機會。然而，企業為了因應環境快速變遷，透過組織重整與精簡化策略以維持競爭優勢與提升組織效益，導致員工面臨組織發展受限、工作缺乏挑戰性、工作無聊等職涯停滯情況，本研究著重探討員工面臨工作內容型停滯時所產生之影響。過往研究證實，當員工面臨工作內容停滯情境時，對各種年齡層的員工皆會帶來消極沮喪的負面感受，甚至對未來職涯方向易感到迷茫、失望與不確定性。除了會減少主動行為意願，消極地適應組織所賦予的角色或任務外，亦會影響員工心理健康與工作行為。據此，本研究遂應用既有的壓力理論「工作要求—資源模式」作為理論基礎，探討個體經歷工作內容型停滯時，是否會因情緒耗竭的程度影響後續的主動生涯行為，以及當個體經歷工作內容型停滯時，其復原力強弱是否影響情緒耗竭的程度。本研究以臺灣地區的金融服務產業員工作為研究對象，共回收265份有效問卷。研究結果顯示，情緒耗竭具中介效果，惟出乎預期的是復原力的調節效果並未獲得支持。最後，針對研究結果討論管理實務意涵，並對未來研究方向提出建議。

As public education advances, people expect more from their careers, including utilizing their strengths, diverse job content, and opportunities for learning and success. However, companies are restructuring and streamlining to stay competitive and improve efficiency, which can lead to career plateau and negative feelings for employees resulting from limited development and challenging work content. This study examines how job content plateau affects employees, using the stress theory of "job demands-resources model" to explore the relationship between emotional exhaustion, resilience, and proactive career behavior. Results from a survey of 265 financial services industry employees in Taiwan suggest that emotional exhaustion has a mediating effect, but resilience does not moderate the relationship. Finally, the practical implications of the research results are discussed, and suggestions for future research directions are proposed.

論文審定書..................................................................... i
摘 要............................................................................... ii
Abstract ......................................................................... iii
目 錄 ............................................................................. v
圖 次 ............................................................................ vi
表 次 ........................................................................... vii
第壹章 緒論 ................................................................. 1
第貳章 文獻探討 ........................................................ 6
第一節、工作內容型停滯 ............................................ 6
第二節、情緒耗竭 ........................................................ 7
第三節、主動生涯行為 ................................................ 8
第四節、復原力 …....................................................... 10
第五節、各變項間之關係探討 ................................... 11
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 ............................................... 20
第肆章 研究結果 ........................................................ 22
第一節、驗證性因素分析 ........................................... 22
第二節、相關分析 ....................................................... 23
第三節、假設檢定 ....................................................... 24
第伍章 結論 ............................................................... 28
第一節、理論意涵 ....................................................... 28
第二節、管理實務意涵 ............................................... 30
第三節、研究限制與未來研究建議 ........................... 32
參考文獻 ........................................................................ 35

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