儘管完美主義的相關研究數量豐富，但近期整合分析研究顯示，並未有足夠證據支持其能有效提升員工工作績效。為釐清完美主義者如何認知自身績效以及組織情境差異的影響，本研究採用特質活化理論觀點，檢視員工的完美主義與其工作績效的關係，並探討認知處理歷程（工作正向思考和工作憂慮）對前述關係的中介效果，以及員工知覺的組織公平在此中介歷程中的調節效果。本研究分成三個階段蒐集台灣企業全職員工之問卷資料，共計 236 份有效問卷。研究結果發現：（1）追求卓越完美主義與工作績效有正相關；（2）工作正向思考對追求卓越完美主義與工作績效間的關係具有部分中介效果；（3）工作憂慮對迴避失敗完美主義與工作績效間的關係具有完全中介效果；（4）組織公平會調節迴避失敗完美主義透過工作憂慮提升工作績效的中介效果。最後，本研究依據上述研究結果，提出管理實務意涵與未來研究建議。

Although there were plenty of studies on perfectionism, a recent meta-analysis showed that there was not enough evidence to support that perfectionism can effectively improve employees’ job performance. Therefore, it is critical to explore how perfectionists perceive their job performance and the impacts of organizational context differences. Based on trait activation theory, this present study examined the relationship among employees’ perfectionism and job performance, included the mediating effects of cognitive processing (positive thinking about work/work-related worry) and the moderating effects of employees’ perceived organizational justice. In this study, we collected data from 236 employees in different industries/occupations using a three-wave survey. Results showed that: (1) There is a positive correlation between excellence-seeking perfectionism and job performance. (2) Positive thinking about work partially mediates the relationship between excellence-seeking perfectionism and job performance. (3) Work-related worry fully mediates the relationship between failure-avoiding perfectionism and job performance. (4) Organizational justice moderates the mediating effect of work-related worry between failure-avoiding perfectionism and job performance. The practical implications and suggestions for these findings were discussed.

論文審定書 i
謝辭 ii
摘要 iii
Abstract iv
目錄 v
圖目錄 vii
表目錄 viii
第一章 緒論 1
第二章 文獻回顧 4
第一節 雙向度完美主義內涵 4
　一、完美主義定義與意涵 4
　二、本研究所持之完美主義觀點 10
第二節 雙向度完美主義與工作績效的關係 12
　一、雙向度完美主義與績效之間的關係 12
　二、雙向度完美主義與工作績效的關係 15
第三節 工作正向思考及工作憂慮的中介效果 17
　一、雙向度完美主義認知處理歷程 17
　二、工作正向思考對追求卓越完美主義和工作績效的中介效果 18
　三、工作憂慮對迴避失敗完美主義和工作績效的中介效果 19
第四節 組織公平的調節效果 20
　一、特質活化理論 20
　二、組織公平的意涵 21
　三、組織公平對雙向度完美主義認知處理歷程的調節效果 22
第三章 研究方法 25
第一節 研究架構與研究假設 25
第二節 研究對象與施測程序 27
第三節 研究工具 30
第四節 資料分析方法 33
第四章 研究結果 34
第一節 測量模型分析 34
第二節 相關分析 35
第三節 假設檢驗 37
第四節 補充分析 44
第五章 結論與建議 46
第一節 研究結果討論 46
第二節 管理實務意涵 48
第三節 研究限制與未來研究建議 49
參考文獻 52
附錄 61

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