兩岸三地員工之工作壓力、控制信念、工作滿意及身心健康

本研究採結構式問卷收集研究資料，在兩岸三地共計施測740位受訪者。結果發現：工作壓力歷程的主軸在兩岸三地均初步得到驗證。但由於組織文化的不同，兩岸三地工作者的工作壓力歷程各有其特殊的樣貌，台灣工作者較在意「上司賞識」，大陸工作者對「管理角色」較重視，香港受訪者則在意「工作負荷」、「工作瑣事」及「組織氣氛」。另外，在工作壓力歷程中，「工作掌控感」、「初級控制信念」及「次級控制信念」的角色並無地區差異。工作掌控感較高，初級控制信念較強的工作者、其壓力感受較低，離職意願較少，但工作滿意度較高，且身心健康較佳。反觀次級控制信念較強的工作者、其壓力感受較高，且身心健康較差。但是，在兩岸三地的資料分析中，並未發現「工作掌控感」、「初級控制信念」及「次級控制信念」具有壓力調節作用。

A total of 740 employees in PRC (Shanghai), Taiwan and Hong Kong completed a battery of structured questionnaires. Results generally supported the work stress process model in all three societies. However there were distinct characteristics of the work stress process embedded in their political-socio-economic and organizational contexts. Specifically, ''Recognition'' was the focal concern for Taiwanese employees, ''Managerial role'' for PRC employees, and ''Workload'', ''Hassles'', ''Organizational climate'' for Hong Kong employees. In addition, the roles of perceived work influence, primary and secondary control beliefs were not different across the three regions. Employees with higher perceived work influence and stronger primary control beliefs perceived lower work stress, reported weaker quitting intentions, but were more satisfied with their jobs, and avowed better mental and physical health. In contrary, employees with stronger secondary control beliefs perceived higher work stress, and suffered from worse mental and physical health. Nonetheless, no stress moderating effects were found across the three regions.