工作塑造是指員工主動藉由改變其工作要求與資源，以達到其個人與工作之間的適配。本研究依據「工作要求與資源理論模式」之論點，透過網路問卷收集兩人一組之對偶資料，經對偶問卷配對並扣除填答缺漏樣本後，共計回收83組共166份有效問卷。使用Mplus統計軟體採用行動者－夥伴互依模式（Actor-Partner Interdependence Model，APIM）進行分析，研究結果指出，當員工個人（Actor）採取減少阻礙性及增加挑戰性的工作要求行為時，會經由提升同事（Partner）在工作負荷上的負向知覺，進而致使同事形成情緒耗竭。此外，研究結果亦顯示，若同事的勤勉審慎性特質越高，在其接收到工作塑造者減少阻礙性的工作要求行為時，會產生越高程度的工作負荷知覺；而當同事的印象管理傾向越高時，在對工作塑造者減少阻礙性工作要求行為與同事工作負荷程度的關係上卻無顯著的調節效果；最後，當工作塑造者增加挑戰性的工作要求行為時，若主管同時也對同事具體提出挑戰性要求時，則會強化同事在工作負荷上的負向影響，並進而將同事推向情緒耗竭的狀態。本研究依此結論提出對於工作塑造行為的管理意涵與未來的研究建議。

Drawing on the Job Demands-Resources Theory/Model, job crafting is conceptualized as the changes, in which employees proactively make to enhance their person-job fit by balancing job demands and job resources. In the current study, online survey data were collected among 83 dyads and analyzed with the Actor-Partner Interdependence Model by using Mplus. The results indicated: (1) when Actor decreased his/her hindering job demands or increased his/her challenging job demands, both were positively related to Partner’s perception of workload and further led to Partner’s emotional exhaustion; (2) the workload of Partner was positively related to Partner’s emotional exhaustion; (3) the association between Actor’s decreasing hindering job demands and Partner’s workload was stronger when the Partner was high in conscientiousness; whereas there was no significant moderation effect when the Partner had a high level of impression management; (4) the association between Actor’s increasing challenging job demands and Partner’s workload was stronger when the Partner perceived the challenging job demands from their supervisor. According to the research results, the practical implications and avenues for future studies are provided in this study.

論文審定書 i
摘　要 ii
Abstract iii
第一章 緒論 1
第二章 文獻回顧 5
第一節 工作塑造的定義 5
第二節 工作要求與資源理論的影響 6
第三節 個人差異的調節效果 11
第四節 主管要求的調節效果 14
第五節 研究架構 15
第三章 研究方法 17
第一節 研究樣本與問卷發放程序 17
第二節 研究工具 19
第三節 共同方法變異的討論與處理 25
第四節 資料處理分析 26
第四章 研究結果 28
第一節 驗證性因素分析 28
第二節 敘述性統計資料與相關係數 28
第三節 假設檢定 31
第五章 研究結論與建議 39
第一節 研究結論、發現與討論 39
第二節 管理意涵 42
第三節 研究限制與未來建議 44
參考文獻 46
附　錄 53

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