運動習慣對工作敬業和壓力之影響

The impact of exercise habits on work engagement and stress

隨著健康意識的提升，運動習慣成為許多人關注的議題。然而，科技發展與數位媒體的普及改變了人們的生活型態，也會影響到壓力的調適與工作投入，所以探討如何透過運動習慣改善這些問題，成為重要的研究課題。本研究探討運動習慣、感知壓力、工作敬業度三者之間的關係。與既有多數僅以運動頻率、時間或強度衡量運動習慣不同，跟據Self-Determination Theory（SDT），將運動習慣操作化為「自主性（Autonomy）」、「勝任感（Competence）」與「歸屬感（Relatedness）」三項心理需求滿足，以探究其是否透過降低個體對生活/工作的感知壓力（Perceived Stress），進而提升其對工作的投入與敬業度（Job Engagement）。
本研究探討運動習慣對工作敬業度與感知壓力的影響，並檢驗感知壓力的中介效果。透過Google問卷集資料，發放472份，回收有效問卷共453份（有效回收率95.97%），並以SPSS進行統計分析。研究以台灣地區具規律運動習慣的上班族為對象，共回收453份有效問卷。分析結果顯示：運動習慣的三個構面中，「自主性」與「勝任感」平均值較高，「歸屬感」則相對較低，顯示多數受訪者認為自己的運動行為是出於自主選擇，具有能力感，但較少透過運動建立社會聯結。就三種心理需求而言，「勝任感」對工作敬業度具有直接正向影響，並透過降低感知壓力產生間接正向效果。「自主性」對敬業度的影響主要透過壓力中介；「歸屬感」則透過直接與問接路徑共同對敬業度發揮正向影響。
本研究關於心理基本需求滿足可促進正向心理與行為表現之理論，並證實具具有「高品質」運動習慣（即不僅是頻率/時間，而是心理滿足）者，其透過壓力調節機制，能展現較高的工作敬業度。研究結果有助於擴展自我決定理論在職場研究及健康促進領域的應用範疇，並可建議未來研究在探討運動介入成效與員工敬業關聯時更完整的理論支持與實證證據。

This study explores the relationship between exercise habits, perceived stress, and job engagement. Unlike most existing studies that measure exercise habits solely by frequency, duration, or intensity, this study, based on Self-Determination Theory (SDT), operationalizes exercise habits into three psychological needs: ''Autonomy,'' ''Competence,'' and ''Relatedness.'' The aim is to investigate whether exercise habits increase job engagement by reducing perceived stress in life/work.
The study targeted office workers in Taiwan with regular exercise habits, collecting 453 valid questionnaires. Analysis showed that among the three dimensions of exercise habits, ''Autonomy'' and ''Competence'' had higher average values, while ''Relatedness'' had relatively lower values. This indicates that most respondents believed their exercise behavior was a voluntary choice, demonstrating a sense of competence, but less so, they used exercise to build social connections. Regarding the three psychological needs, ''competence'' has a direct positive impact on job engagement and an indirect positive effect by reducing perceived stress. ''Autonomy'' primarily affects job engagement through stress; ''belonging'' positively influences job engagement through both direct and indirect pathways.
In summary, this study confirms the theory that fulfilling basic psychological needs promotes positive psychological and behavioral performance and demonstrates that individuals with ''high-quality'' exercise habits (i.e., not just frequency/time, but psychological satisfaction) exhibit higher job engagement through stress regulation mechanisms. This finding not only deepens the academic understanding of the relationship between exercise habits, psychological state, and workplace engagement but also provides practical implications for promoting mental health in businesses and among employees.