員工的工作量長期超出員工本身之能力並在職場上時常感到無助，這樣的現象讓學者不斷想要在理論與實務中找到最佳的解決方法。根據商業週刊2018年4月10日之報導，台灣員工的情緒耗竭指數高達70以上，我們的員工在美國、加拿大、芬蘭、香港等區域中，屬最勞累且最無助的一群。在員工自我耗竭如此嚴重的狀況下，職場文化會有什麼變遷，以及企業應如何應對，將成為重要課題。我們都知道在職場上工作產生的疲憊是無法避免的，在自我耗竭的狀況下與同事間的互動行為是否有不同的影響，員工會選擇利他還是利己的行為呢？本研究將針對此議題進行探討，並加入高敏感特質之調節因子，觀察高敏感族群以及非高敏感族群在工作疲憊後的自我耗竭狀況下，會從事利他的組織公民行為或利己組織政治行為。
本研究共回收300份有效問卷，填答率為59.6%。本研究結果發現：一、自我耗竭程度較高的員工會展現較少的組織公民行為（利他行為）。二、自我耗竭程度較高的員工會展現較多的組織政治行為（利己行為）。三、在高敏感特質的調節作用下，高敏感程度越高的員工，其自我耗竭與組織公民行為的負向關係會減弱。四、高敏感程度越高的員工，與自我耗竭與組織政治行為則無明顯調節效果。

According to a report by Business Weekly on April 10, 2018, the workload of Taiwanese employees has long exceeded the ability of employees themselves and has been helpless for a long time. As a result, the Taiwanese people's emotional exhaustion index is as high as 70 or more, they are the most exhausting and most a group of helpless people. In the situation that employees are exhausted so much, what changes in the workplace culture and how companies should respond will be important issues. However, in the workplace, work exhaustion is unavoidable. Will you show altruism or self-interest to your colleagues? When you feel exhausted, will you choose the same way as before? And this study will add regulatory factors for high sensitivity trait to observe who will engage in organizational citizenship behavior or organizational political behavior under self-depletion.
In this research, we collect 300 valid questionnaires and the response rate is 59.6%. The 71% of the respondents were general staff, and the remaining 28.3% were supervisors. The present study explores and was conducted to test the proposed hypotheses. The results showed：（1）Ego-depletion was negatively related to organizational citizenship behaviors.（2）Ego-depletion was positively related to organizational political behaviors.（3）High sensitive person trait attenuate the moderating effect of ego-depletion on organizational citizenship behaviors.（4）High sensitive person trait has no moderating effect of ego-depletion on organizational political behaviors. Research contributions as well as research limitations and recommendations for future research will be mentioned at the end of this study.

論文審定書 i
誌 謝 ii
摘 要 iii
Abstract iv
目 錄 v
圖 次 vi
表 次 vi
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究流程 6
第二章 文獻探討 7
第一節 自我耗竭 7
第二節 組織公民行為 10
第三節 政治行為 13
第四節 高敏感特質 16
第三章 研究方法 23
第一節 研究架構 23
第二節 研究假設 23
第三節 研究對象與程序 24
第四節 研究工具 26
第五節 資料分析方法 27
第四章 研究結果 29
第一節 驗證性因素分析與信度分析 29
第二節 敘述性統計與相關係數分析 31
第三節 自我耗竭與組織公民行為與政治行為的關係 32
第四節 高敏感特質的干擾效果 34
第五章 討論與建議 37
第一節 研究結論與理論意涵 37
第二節管理意涵 38
第三節 研究限制與未來研究建議 40
參考文獻 43
附錄 57


圖 次
圖1-1 研究流程 6
圖3-1 研究架構 23
圖4-1 高敏感特質干擾自我耗竭與組織公民行為之干擾圖 35
圖4-2 高敏感特質干擾自我耗竭與組織政治行為之干擾圖 36




表 次
表2-1 西方學者對HSP的相關研究 17
表3-1 樣本基本資料分析 24
表4-1 CFA驗證性分析數值 30
表4-2 信度分析 30
表4-3 敘述性統計分析表 31
表4-4 相關係數矩陣（N=300） 32
表4-5 自我耗竭與組織公民行為之迴歸分析 33
表4-6 自我耗竭與組織政治行為之迴歸分析 34
表4-7 高敏感特質對自我耗竭與組織公民行為之迴歸分析 34
表4-8 高敏感特質干擾自我耗竭與組織政治行為之迴歸分析 36
表5-1 研究結果摘要 37

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