世界衛生組織公布職場壓力是世界廣泛的流行病，而角色壓力是在有關職場壓力的研究中重要的一環。當角色壓力形成時，個人必須投入資源來因應壓力，但當資源減少時，個人為了避免資源損失的威脅，在面對壓力狀況下，可能會產生職場退縮傾向來避免有價值資源的耗盡，無論是何種形式的職場退縮，皆會對組織生產力及相關行政費用支出造成相當不利的影響。因此，本研究採用工作要求-資源模式及資源保存理論的觀點來探討公務人員的心理資本在角色壓力與職場退縮傾向之間的調節效果，期能提供後續相關研究與實務建議，有效管理公務人員的角色壓力並對於心理資本有更進一步的了解與應用。
本研究以便利抽樣方式選擇編制內公務人員為研究對象，共發放400份問卷，實際回收343份，有效問卷317份，有效回收率為79%。樣本背景資料中女性占72%、平均年齡43歲、已婚占67%、行政職務占87%、公部門服務年資平均為15年。經由描述性統計分析、信度分析、驗證性因素分析、相關分析及迴歸分析等統計方法發現：(1)角色壓力對職場退縮傾向具有顯著的正向影響；(2)心理資本對角色壓力(角色模糊、質化角色過度負荷)與不利工作行為間的關係具有正向調節效果；對於角色壓力與缺勤、角色衝突與職業退縮傾向(退休傾向)間的關係具有負向調節效果。基於本研究發現，角色壓力會正向影響職場退縮傾向；心理資本會強化角色壓力(角色模糊、質化角色過度負荷)與不利工作行為間的關係，但會減緩角色壓力與缺勤、角色衝突與職業退縮傾向(退休傾向)間的關係。基此，除了外在的行為建立起公務人員的道德操守，更需再內化到心中建立起正直的公務文化，才能真正落實心理資本在角色壓力管理中的價值。

The World Health Organization has announced that job stress is a widespread mental epidemic in the world, and role stress plays an important role in the research on job stress. When the phenomenon of role stress takes place, the individuals must spend resources to cope with the stress. However, when resources are reduced, in order to avoid the threat of resource reducing, a work withdrawal intention may occur to avoid the exhaustion of valuable resources under the circumstance of pressure. No matter what kinds of work withdrawal intention happens, it make an adverse impact on productivity and related administrative expenses of an organization. Therefore, this study uses the Job Demand-Resource model and the conservation of resources theory to explore the conditioning effect of people’s psychological capital between role stress and job withdrawal intention. The result of the research is expected to provide follow-up related researches and practices with guiding advices to effectively manage the role stress of public servants And the result of the research is also expected to privide a better understanding and application of psychological capital.
In this study, 400 publicity questionnaires were selected by means of convenient sampling. In sum, 400 questionnaires were sent out and 343 questionnaires were retrieved and 317 of them are valid ones. The response rate was up to 79%. Through descriptive statistical analysis, reliability analysis, confirmatory factor analysis, correlation analysis, regression analysis and other statistical methods, the main conclusions of this research are summarized as the following: (1) role stress has a significant positive effect on job withdrawal intention(2) psychological capital shows a positive moderating effect on the relationship between role pressure (role ambiguity.quantitative role overload) and unfavorable job behaviors. Besides, psychological capital shows a negative moderating effect not only on the relationship between role stress and absence but also relationship between role conflict and work withdrawal intention (desire to retire). Based on this study, role stress exerts a positive effect on the job withdrawal intention; psychological capital strengthens the relationship between role stress (role ambiguity, qualitative role overload) and unfavorable job behaviors. However, psychological capital alleviates the relation between role stress and the absence and the relation between role conflict and job withdrawal intention (desire to retire). Based on this, the external behavior of public servants is supposed to obey the professional ethics; moreover a justified administrative culture should be internalized into the heart of public servants. The value of psychological capital in role stress management can be truly implemented.

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