本研究從職場健康心理學的角度觀點，探討個人背景影響幸福感的因素，及幸福感與工作滿意、組織承諾、離職意向之關聯。過去的研究多著墨於工作相關變項對於生活滿意或幸福感的影響，本研究將初步探究幸福感對工作變項之影響。
研究資料採用大樣本的「中國人幸福感資料庫」與全國普查之「2005年台灣地區社會變遷基本調查計劃資料庫」。研究結果將可代表全國概況之呈現。
研究結果顯示：性別、年齡、婚姻狀態和教育程度方面，兩個資料庫皆顯示女性比男性感到幸福，並且年紀較輕者比年長者感到幸福。婚姻狀態方面亦呈現已婚有偶與單身未婚者比鰥寡失婚者感到幸福的結果。在教育程度方面則顯示高學歷比低學歷者幸福。在收入方面顯示高收入者比低收入者幸福。
在幸福感與工作相關變項之關聯的部份，研究結果獲得全面性的支持：使用迴歸分析預測工作相關變項，當控制個人背景變項後，幸福感的確能顯著預測員工的工作滿意、組織承諾以及離職傾向。員工越幸福，其工作滿意及對組織承諾就越高；越不會產生離職的傾向。在人口學變項中，年齡與收入是最能預測工作相關變項的個人背景因素，年長的員工相較於年輕的員工對於組織的忠誠度高，組織承諾高，且離職的傾向較低。高收入的員工比起低收入的員工，越能呈現高工作滿意。
最後以結構方程模式進行幸福感與工作相關變項互為因果之檢驗，結果發現，幸福感能顯著預測工作滿意及組織承諾。工作滿意能顯著預測幸福感。此研究結果對於職場健康心理學的探討，提供了從員工感受為出發點，對組織工作相關變項具有影響的實證驗證，顯示員工的幸福感不僅僅是對員工自身產生影響，更會影響到企業的相關利益。因此，重視員工的心理福祉，對企業而言不僅僅是社會責任，亦能正向的幫助企業成長。

The present study adopted the perspective of occupational health psychology, to explore demographic factors affecting happiness and the relations between happiness, job satisfaction, organizational commitment, and turnover intention.

Two databases were used: the Chinese Happiness Inventory (CHI) Project and the 2005 Taiwan Social Change Survey (TSCS). Both contain large scale, national samples.

Results showed that females were happier than males, and younger people were happier than their older counterparts. Those who were currently married or single were both happier than those who were widowed or divorced. Highly educated people were happier than those who were less educated, and people with higher income were happier than those with lower income.

Regression analyses were used to predict work-related variables, while controlling for the above demographic variables. Results showed that happiness significantly predicted job satisfaction, organizational commitment, and turnover intention. In other words, the happier the employees, the more likely that they were satisfied with their jobs, more committed to their organizations, and less likely that they would consider leaving the job. Among demographic variables, age and income were important predictors of work-related variables. Older employees, compared to younger ones, had higher organizational commitment and lower turnover intention. Employees with higher income enjoyed higher job satisfaction.

Finally, competing causality models linking happiness and work-related variables were tested using the structural modeling technique. Results revealed that on the one hand, happiness led to higher job satisfaction and organizational commitment; on the other hand, higher job satisfaction fed back to higher happiness. Thus, these focal relations are likely to be reciprocal. The present study provided supporting evidence to the claim that employees’ happiness will not only affect their own welfare, but also have important effects on organization relevant outcomes.

第一章 緒論 ii
第一節 研究動機 1
第二節 研究目的 2
第二章 文獻回顧 3
第一節 職場健康管理的新挑戰 3
第二節 幸福感的意涵及相關理論 6
第三節 個人背景與幸福感 10
第四節 幸福感與工作滿意、組織承諾及離職意向之關係 14
第三章 研究方法 22
第一節 研究架構與假設 22
第二節 研究樣本 24
第三節 研究工具 26
第四節 資料分析 29
第四章 研究結果與分析 31
第一節 樣本描述 32
第二節 主要變項之基本描述性統計分析 34
第三節 個人背景與主要變項之關係 35
第四節 主要變項間之相關分析 43
第五節 層級式迴歸分析 45
第六節 結構方式模式 49
第五章 結論與建議 53
第一節 研究結果概述 53
第二節 管理意涵與建議 55
第三節 研究限制與建議 57
參考文獻 58

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