生活中處處都是壓力，壓力可能是阻力與危機，會對個人產生身心與行為上的危害；但壓力也可能是動力與轉機，會對個人帶來適度的刺激，進而提高工作品質與績效，所以，當壓力無適當調節機制時，就可能會對員工行為與組織發展產生危害。因此，本研究旨在探討工作壓力與任務績效之間的關聯性，以及探討正向思考和個人-工作適配性是否能對工作壓力與任務績效之間的關係產生調節效果。
本研究以新竹以北縣市之高科技產業之正式員工為研究對象，採立意抽樣電子問卷調查，共發放433份問卷，回收328份，有效問卷324份，有效回收率為74.8%。研究結果發現工作壓力與任務績效間無顯著直接影響，但正向思考與個人-工作適配性於上述關係中具有部分調節效果，即正向思考能強化工作壓力與任務績效間的正向關係，而個人-工作適配性程度較高的員工，其任務績效反而會隨著工作壓力的提高而降低，但對適配性低的員工而言，隨著工作壓力的增加，其任務績效反而會提昇。本研究結果有助於組織了解工作壓力與績效間的調節機制，減少壓力對員工的衝擊與傷害，營造一個健康的組織氣候。

Stressors are everywhere in our life. On one hand, it might result in a crisis that affects a person physically or mentally. On the other hand, it could be a catalyst and turning point to improve his/ her working quality and performance. The key point is whether a person could well-handle the stress. Therefore, this study aims to explore the impacts of job stress on task performance, and further to examine the moderating effect of positive thinking and person-job fit (P-J fit) on the job stress and task performance.
Full-time high-tech industrial employees from northern Taiwan were recruited as the sample of this study. A survey method was adopted. The survey was sent to 433 participants and finally, responses sent back by 328 participants were received. After deleting four invalid questionnaires, the return rate was 74.8％. The findings revealed that job stress could not explain task performance, but positive thinking and P-J fit had partially moderating effect between job stress and task performance. Positive thinking can strengthen the positive relationship between job stress and task performance. The employees with higher degree of P-J fit have lower task performance while they feel higher job stress. Instead, the employees with lower degree of P-J fit, have higher task performance while they feel higher job stress. The results of this study help organizations to understand the moderator between job stress and performance, which may contribute to avoid the bad impact of the job-pressure on the employees and further to create a healthy organization climate.

壹、中文部份
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