張基成Chang, Chi-Cheng嚴萬軒Yen, Wan-Hsuan2019-09-03不公開2019-09-032019http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22G080071015H%22.&%22.id.&http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/96460本研究的主要目的在於以正向心理學PERMA理論與擴張－積聚理論為基礎，探討「有意義的工作」對「職場主觀幸福感」的影響，以及「組織承諾」的中介效果和「個人宗教信仰」的調節中介效果。綜觀過去的研究，有關幸福感前因的探索大多聚集在個別的構面，而PERMA理論主張幸福感是一個整體的概念，並提出至少有五個可單獨測量的因素會影響幸福感，擴張－積聚理論則為因素彼此之間的關係提供了因果的機制。此外，以往相關研究較少以職場尤其是白領工作者為研究對象，且對宗教信仰對幸福感的整體影響機制也尚無定論。因此，本研究以台灣白領工作者為研究對象（N=275），假設組織承諾會中介有意義的工作對職場主觀幸福感的影響，而且個人宗教信仰會調節中介以上的關係。研究結果顯示有意義的工作與組織承諾越高，則職場主觀幸福感就會越高，而且組織承諾中介有意義的工作對職場主觀幸福感的影響，個人宗教信仰也會調節組織承諾對職場主觀幸福感的影響。This research, based on PERMA model and broaden-and-build theory, examined the influence from meaningful work, organizational commitment, and personal religiosity to workplace subjective well-being. Earlier researches focused mainly on specific cause of well-being while PERMA and broaden-and-build suggested a holistic view and mechanism. Furthermore, the study of well-being of office worker was rare while the role of religious was undetermined. Accordingly, this research hypothesized organizational commitment mediate the relationship between meaningful work and workplace subjective well-being, and personal religiosity moderated-mediates the relationship. We surveyed 275 Taiwanese office workers and validated the mediation effect from organization commitment. However, the moderation-mediation effect of personal religiosity occurred only when organizational commitment affected workplace subjective wellbeing.職場主觀幸福感組織承諾有意義的工作個人宗教信仰正向心理學PERMA理論擴張－積聚理論Workplace Subjective Well-beingOrganizational CommitmentMeaningful WorkPersonal ReligiosityPositive PsychologyPERMA ModelBroaden-and-build Theory