本研究採用努力－修復模式及注意力恢復理論作為理論基礎，探討職場中員工進行具有自然元素的綠色微休息對於提升直接注意力的效果，並以工作熱情作為調節變項，檢驗其二元特性對綠色微休息與直接注意力關係的影響。本研究採用經驗取樣法收集120位全職員工在連續10個工作日中的綠色微休息頻率和持續時間、注意力變化，以及工作熱情程度，並以階層線性模式進行資料分析。
研究結果顯示，綠色微休息對於直接注意力的影響並不顯著，工作熱情的調節效果亦不顯著。然額外分析結果發現，對具有綠色微休息習慣的員工，綠色微休息對直接注意力具有正面影響。此外，不論在上下午時段，綠色微休息亦能顯著提升員工正向情緒。
基於上述研究結果，未來研究可進一步探討綠色微休息的持續時間與頻率之最適組合、影響注意力的其他前因變項，及組織中其他可能的調節變項，以更深入了解員工以綠色微休息作為恢復策略對其認知資源與心理健康的效益。並建議組織可於工作場域中打造具自然元素的工作環境，培養員工擁有安排綠色微休息時間及方式的休息自主性，以增進員工職場幸福感。

This research aims to having a clear understanding on whether taking green microbreaks during work has a positive effect on the directed attention of full-time employees, and to further examine the moderating effect of different types of work passion. Using the "Effort-Recovery Model" and "Attention Restoration Theory" as its theoretical basis, arguing that engaging in green micro-breaks, which involve exposure to natural elements, is an effective strategy for promoting directed attention restoration. Data collection was executed by the experienced sampling method from 120 participants over 10 consecutive workdays and hypothesis was verified by the hierarchical linear model.
The results show that green microbreaks do not have a significant effect on directed attention, and the moderating effect of work passion is also not significant. However, additional analysis founds that for employees who already have the habit of taking green microbreaks, green microbreaks have a positive impact on their directed attention. Moreover, green microbreaks can significantly improve employees' positive emotion both in the morning and afternoon working hours.
Future research can further explore the optimal combination of duration and frequency of green micro-breaks, other antecedent variables that affect directed attention, and possible moderating variables in the organization for a comprehensive understanding of green micro-breaks as a recovery strategy of employees and the benefits to their cognitive resources and mental health. The study recommends that organizations create a work environment with natural elements and cultivate employees' microbreak autonomy in arranging the time and types of taking green microbreaks to enhance their well-being in the workplace.

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