本文透過文獻回顧與問卷調查的方式，探討銀行理財顧問對壽險商品之銷售行為和工作投入程度。在研究方法上，以台北、桃園地區銀行之理財顧問為研究對象，共發放300份問卷，有效回收樣本203份，利用敘述統計分析、T檢定、單因子變異數分析、因素分析、信度分析與Pearson相關分析來檢驗本文六項假設，結果發現：（一）不同個人變項對顧客導向有部份顯著的差異，其中，學歷較高、年齡較小與理財顧問年資較短者，顧客導向程度較高；（二）婚姻對工作績效有顯著的差異，未婚者工作績效高於已婚者；（三）顧客導向與工作績效呈正向相關；（四）工作投入之關係投入構面與工作績效之業務績效構面與呈現顯著正相關；（五）顧客導向之符合需求構面與工作投入之關係投入構面呈現顯著正相關。

本研究旨在瞭解基隆市國民小學校長願景領導與教師工作投入之現況，並分析不同背景變項之教師在知覺校長願景領導與教師工作投入之差異情形，以及探討兩者之相關情形，最後藉由校長願景領導對教師工作投入進行預測。 本研究採問卷調查法，研究對象為基隆市34所公立國民小學，共計513位教師，有效問卷502份，可用率達97.86％，問卷回收後分別以描述性統計分析、t考驗、單因子變異數分析、Pearson積差相關、多元迴歸等統計方法進行統計分析。本研究獲致結論如下： 一、基隆市國民小學教師知覺校長願景領導為中高程度，以「願景的共識與轉化」知覺程度最高，其次由高至低依序為「願景的建構與發展」、「願景實踐與推廣」、「願景的回饋與修正」。 二、基隆市國民小學教師知覺教師工作投入為中高程度，以「工作樂趣」知覺程度最高，其次由高至低依序為「工作評價」、「工作專注」、「工作認同」、「工作參與」。 三、基隆市國民小學以男性、31-40歲、擔任主任職務與學校規模在12班（含）以下及13-23班之教師知覺「校長願景領導」的程度較高。 四、基隆市國民小學以服務年資11-20年、擔任主任職務與學校規模在12班（含）以下及24班（含）以上之教師知覺「教師工作投入」的程度較高。 五、校長願景領導與教師工作投入有顯著正相關，校長願景領導行為愈高，教師工作投入情形也愈高。 六、校長願景領導對教師工作投入具有預測力，以「願景的共識與轉化」對教師工作投入最有預測力。 最後，本研究根據研究結果提出具體建議，以供學校及未來研究之參考。 / This study aimed to investigate the status of principles’ visionary leadership and teachers’ job involvement in elementary schools in Keelung City, to analyze the differences of perceptions from different background teachers about principles’ visionary leadership and teachers’ job involvement, and to explore the relationship among these two variables. At last, predict teachers’ job involvement by principles’ visionary leadership. Questionnaire survey method was adopted in this study. The samples are teachers of public elementary schools in Keelung City, including 513 teachers from 34 elementary schools. There were 502 valid questionnaires finally used in the statistic analysis, and effective response rate is 97.86%. The data were analyzed by descriptive statistics, t-test, one-way ANOVA, Pearson correlation, and multiple regression. The conclusions are as follows: 1. Perceptions about principles’ visionary leadership from elementary school teachers in Keelung City is mid-high level.Among all, the sense to the “consensus and internalization of vision” is relatively the highest, and then the orders from high to low are “construction and development of vision”, “practice and promotion of vision” and “feedback and correction of vision”. 2. Perceptions about teachers’ job involvement from elementary school teachers in Keelung City is mid-high level. Among all, the sense to the “job enjoyment” is relatively the highest, and then the orders from high to low are “job self-evaluation”, “job concentration”, “job identification” and “job participation”. 3. Teachers of elementary schools in Keelung City are male, 41 to 50 years old, the chief of department, and from school which has 12 or 13-23 classes show higher perception about principles’ visionary leadership. 4. Teachers of elementary schools in Keelung City serve 11-20 years in school, work as the chief of department, and from school which has less than 12 or more than 24 classes school show higher perception about teachers’ job involvement. 5. There is significant positive correlation between principles’ visionary leadership and teachers’ job involvement in elementary schools in Keelung City. The higher the behaviors of principals’ visionary leadership are, the scores of teachers’ job involvement are also higher. 6. Principles’ visionary leadership has predictability on teachers’ job involvement, and “consensus and internalization of vision”has the highest predictive effect. Finally, based on the results of the research, suggestions for school administration, and future related research are provided.

隨著勞動彈性化運用的日益頻繁，勞動市場的形式開始邁向多元化發展，因應競爭，國內企業開始大量採用彈性化的雇用模式，在此情形下愈來愈多的受雇者開始被迫接受非典型勞動雇用型態以作為就業選擇的選項。然而，非典型態勞動受雇者的工作保障與典型勞動受雇者對比相形薄弱，在企業不均等對待與歧視心理下，這些潛在的缺失造成員工工作態度的不穩定與流動率的上升，是否會影響受雇者的工作投入，即為本篇論文的研究重點。 本篇研究的研究方法為次級資料分析，使用「96年度受雇者工作環境安全衛生狀況認知調查表」的調查數據，檢視受雇者在不同勞動契約下，是否有不同的工作投入。本篇選定的指標有工作保障，透過控制個人特性、職業相關因素，來瞭解不同勞動形式在工作投入是否有顯著差異。 研究結果發現，對於樣本中台灣的受雇者而言，就算控制住個人與職業相關因素，不同的勞動形式仍會有工作投入的差異。雖然本篇研究無法推斷勞動形式與工作投入的絕對因果關係，但結果顯示非典型勞動受雇者在工作投入都有較為積極的表現。原因可能為台灣就業市場大環境的不良，勞動法規與執行面的不完善，以致於非典型勞動的受雇者不得不更加工作投入，來穩定其個人的工作。希望未來在勞動彈性化與工作投入的領域中，能夠有更精確、深入的調查，進一步瞭解造成工作投入的差異因素為何?並且提出策略方案來縮短不同工作型態之間工作投入的差異與均等對待員工，希冀能讓員工滿足，以增進其組織承諾，轉化成工作投入。

本研究探討「工作意義」與「工作投入」之關聯性，並討論工作人員對於工作意義與工作投入是否受個人特質因素所影響。本研究問卷設計採用 Lee (1996) 修正的 Rokeach 價值項目為基礎，用來定義工作意義，個人特質部份以工作人員之性別、年齡、婚姻狀況、職位類別、業務類別、教育程度、工作與所學相關、工作年資，共計8項變項來驗證其工作意義是否會影響工作投入。 研究對象以新北市區公所之工作人員進行實證調查，調查所得資料採用SPSS統計套裝軟體對263份有效問卷統計分析，研究發現： 一、 個人特質中的「性別」、「年齡」、「婚姻狀況」、「業務類別」、「教育程度」、「工作年資」對工作意義有顯著差異。 二、 個人特質中的「年齡」、「婚姻狀況」、「教育程度」、「工作與所學相關」、「工作年資」對工作投入有顯著差異。 三、 「工作意義」與「工作投入」存在顯著正相關，顯示人們對工作的投入程度受到工作能幫助達成個人價值觀的程度所影響。 希望根據上述研究發現，使區公所工作人員瞭解對現任工作之工作意義為何，並清楚自己所重視之工作價值項目與目前工作投入之情況，進而可以依據所重視之工作價值，來找尋適合的工作內容與環境。同時，提供政府部門瞭解目前工作人員之工作意義與工作投入情況與其工作上之需求，於人力資源管理上作改善，增加工作人員工作投入程度，提升行政效能，亦可做為遴選新聘人員時之參考。 / This study investigates the relationship between " work meaning" and "job involvement", analyzing how employees’ personal characters influence their " work meaning" and "job involvement". The questionnaire takes Rokeach value items modified by Lee(1996) as the basement to define work meanings. Personal characters include gender, age, marital status, position, the category of occupation, level of education, the association between studying background and work, and seniority, totally eight variables are tested in the survey to know whether work meaning influences job involvement. Research objects are servants of district office, new taipei city government. Statistical software “SPSS” is used to analyze the survey data and the 263 valid questionnaires, the study found: 1. Personal characters include gender, age, marital status, the category of occupation, level of education, seniority are more likely to effect one’s work meaning. 2. Personal characters include age, marital status, level of education, the association between studying background and work ,and seniority are more likely to effect one’s job involvement. 3.Work meaning is positively and significantly correlated with job involvement. It shows that the more work can achieve one’s personal values the more he or she would like to involve. We hope the above findings can help the servants of district office to realize the work meaning of the present job, and pay attention to the value they place importance on. It can finally help them to meet suitable occupation and work conditions. At the same time, it provides government departments with what the employees’ real need, improves human resource management, and increases job involvement of civil servants. When the governments recruit, the study can also be used as a reference to find the satisfying employees.

本研究主要是探討國民中學校長轉型領導、交易領導與教師工作投入之間的關係。採問卷調查方式，以台北市、台北縣及桃園縣三縣市之公立國民中學之教師為調查對象，隨機各抽取若干所學校為樣本；再以簡單隨機抽樣的方式每校抽取10位教師，共抽取1070位教師為樣本。本研究問卷回收640份，剔除收回樣本資料填答不全者，合計有效樣本為593份，回收率為59.81﹪，可用率為55.42﹪。 一、 本研究結果有以下之結論： （一）國民中學校長經常交互運用轉型和交易領導行為，且運用轉型領導行為多於交易領導行為。 （二）在不同年齡、男性教師、兼任行政職務的背景變項方面，國民中學教師所知覺校長轉型領導、交易領導行為有顯著差異。 （三）國民中學教師工作投入情況良好。以「工作專注」向度得分最高，「工作準備」向度次之，最後為「工作樂趣」向度。 （四）在不同年齡、已婚國中教師、兼任行政職務教師、學歷、年資等背景變項方面，國民中學教師工作投入有顯著差異。 （五）國民中學校長轉型領導行為級交易領導行為與教師工作投 入均呈現正相關。 （六）在國中教師整體工作投入之預測上，轉型領導之「啟發智 能」及個人背景變項之「年齡」、「性別」、「專任教師職務」等四個變項達到顯著水準。其聯合預測力或解釋國中教師整體工作投入的總變異量為24.0﹪，其中以「啟發智能」之預測力最佳。 二、 本研究建議如下： （一）對教育行政機關的建議： 1.定期舉辦校長領導專業知能研習課程，增進國民中學校長對領導理論的瞭解及領導技巧的運用。 2.建立健全之國民中小學校長培訓制度，以培植優秀領導人才 3.制定完善的國民中學行政人員任用制度，以激勵教師工作投入 （二）對國民中學校長的建議 1.國中校長應綜合運用轉型領導與交易領導，以提高教師之工作投入。 2.鼓勵教師擔任行政職務、教學領導者，以促進教師工作參與感。 3.宜協助與關照資淺、年輕及未婚教師，以促進其工作投入 （三）對未來研究的建議 1.在研究對象方面，本研究有關校長轉型領導、交易領導係由教師的觀點來知覺校長領導行為，因此研究對象僅限於教師，未來的研究若能加入校長自評，使兩者可以相互參照驗證，將使研究內容更為豐富。 2.研究變項方面，建議後續研究者，就就工作投入而言，可就工作價值觀、工作意義、工作滿足、組織承諾等方面來探討。進一步求得較完整地全面性的瞭解。 3.研究工具方面，未來研究者可參考國內外量表自行修訂完善之研究工具，可考慮設計開放性題目，以更深入了解研究對象，讓研究結果更有價值。 4.增加研究方法，本研究因限於人力、時間的限制，故僅採問卷調查法，僅就數據分析結果，初步證實校長領導和教師工作投入之間相關具預測力，但未包含與人接觸的質化研究方法，建議後續研究者，利用深度訪談、參與觀察、個案研究、行動研究等方式，深入瞭解影響教師工作投入關鍵所在，找出更多、更有利的影響因素。 / This research mainly discusses the relation between the transformational leadership and transactional leadership of junior high school principals and the job involvement of junior high school teachers. Survey study is adapted and randomly selects numbers of samples in a pool of public junior high schools in Taipei city, Taipei county, and Tao Yuan county. Randomly simple selected selection in advance, 10 teachers in each sample school; totally 1070 teachers received questionnaires. 640 survey questionnaires were returned back and to be evaluated – rejecting those incomplete filling up and ending up with 593 valuable ones. Returning ratio was 59.81%; valuable ratio was 55.42%. First, the result of the research comes to the following onclusions: 1.Junior high school principals often mutually utilize transformational and transactional leadership behaviors and utilize transformational leadership more often than transactional leadership. 2.From the background variable aspect, including the disparity in age, male teachers and concurrently taking a part in administration, there is an obvious difference in the perception of the teachers to the transformational and transactional leadership of their principals. 3.The job involvements of junior high school teachers are good. The phase of job dedication values the highest; the phase of job preparation values the next; the phase of job pleasure values the last. 4.From the background variable aspect, including the disparity in age, married teachers, concurrently taking a part in administration, educational background, and the years of teaching service, there is an obvious difference in the job involvement of junior high school teachers. 5.The transformational leadership behaviors of junior high school principals have positive correlation with the job involvement of the teachers and so do the transactional leadership behaviors. 6.In the prediction of the junior high school teachers’ whole job involvement, four variables, which are the inspiring intelligence of transformational leadership and age, sex, and exclusive teachers of personal background variables, reach the certain standard. To synthesize prediction or explain the whole job involvement of junior high school teachers, its total variation is 24.0% and especially, the prediction of inspiring intelligence is the best. Second, this research suggests the followings: (A) The suggestions to the educational governmental institutions: 1. To enhance the understanding of leadership theory and the utilization of leadership skills, the seminars specializing in the knowledge of leaderships to principals are held constantly. 2. To train excellent leaders, it is suggested to establish a complete training system to junior high school principals and elementary school principals. 3. To motivate the job involvement of teachers, it is suggested to set an engaging system for junior high school administrative personnel. (B) The suggestions to junior high school principals: 1. To raise the job involvement of teachers, junior high school principals should mutually utilize transformational leadership and transactional leadership. 2. To press forward the job participation of teachers, the principals should encourage teachers to take a part in administration or to be teaching leaders. 3. Principals can help and look after those teachers who have fewer years in teaching service and are young, unmarried to promote their job involvement. (C) The suggestions to further researches: 1. In the objects of the study, this research is limited to the teachers only. For the further study, it is good if the principals’ self-evaluations are considered to get reference in mutual verification. This will enrich the research content. 2. In the phase of the research variables, it is suggested to the following-up researchers; in speaking to the job involvement, they can take job values, job significance, and job satisfaction into discussions to get more entire, complete understanding. 3. In the phase of the research tool, it can be considered to design opening questions so that deeply understanding to the research objects is revealed which the result of the research more valuable. 4. It is suggested to the following-up researchers to enhance the research methods, such as, depth interview, participation and observation, case study, action study. For which, the pivotal point of effecting teachers’ job involvement can be deeply understood to discover more and advantageous influencing factors.

派出所所長為警察組織的基層主管，是警察體系中極具關鍵性且富有影響力的角色，其領導行為直接影響員警的工作效能及警察政令執行之良窳。 本研究主要目的有三：（一）探討所長領導風格對員警工作投入之影響。（二）基層員警個人特徵因素對所長領導風格是否有影響。（三）基層員警個人特徵因素是否會影響其對工作之投入。 本研究採用之研究方法為「問卷調查法」及「深度訪談法」。在量化研究方面，以臺北市政府警察局93個派出所所長與派出所三分之一之基層員警進行問卷抽樣調查，計發放812份問卷，回收有效問卷800份，資料回收後透過次數分配、因素分析、信度分析及t檢定等方法進行資料分析。在質性研究方面，以工作繁重、工作較重及工作單純分局各抽訪2個派出所所長及基層員警各1人，合計12人，進行深度訪談分析與比較。 由研究結果發現：隨著時代的變遷，領導的意涵也隨著轉變，由指導到協同，關係 由上對下變成平行關係。警察領導幹部之領導風格將一改過去權威式、英雄式的領導，逐漸修正為以關懷部屬為主，與基層員警建立共識達成組織目標，取代以績效掛帥、軍事化管理的領導風格，所長領導風格攸關員警工作士氣；而影響警察工作投入之問題成因很多，本研究以工作滿足、工作績效成就、參與決策等三面向鋪陳分析如下：（一）警察工作特性無法獲得民眾肯定與信賴。（二）派出所勤(業)務繁重，員警自我成長機會受限。（三）警察制度及社會型態令員警無法獲得工作滿足感。（四）媒體擷取負面報導致警察形象差社會地位不高。（五）派出所工作繁雜基層員警不堪負荷。（六）所長以身作則才能帶動員警工作士氣。（七）分層授權俾利任務完成。（八）員工參與制度流於形式。 綜上，本論文依研究目的、文獻探討、問卷調查及深度訪談所得資料，以個人特質、領導風格與工作投入等構面，並考量方案的可行性難易，提出近、中、遠程具體可行之警察政策建議，以及提供後續研究者的建議。 / The chiefs of police stations are basic-level executives in the entire police organization, and they play critical and influential roles within the police organization. Furthermore, their leadership will directly affect the work efficiency and implementation quality of police orders and policies. The purposes of this study are in three major areas: 1. if the leadership style of station chief affects the devotion of police ; 2. if the factor of individual traits of basic-level police should affect the leadership style of the station chief; 3. if personal traib of basic-level police affect their job involvement. The methodology of this study is “questionnaire” and “in-depth interview.” In terms of quantitative study, sampling investigation of questionnaire is conducted with chiefs of 93 police stations and one-third basic-level police of the police station from the Taipei City Police Department. A total of 812 questionnaires are distributed, with 800 valid copies retrieved. As information is recouped, frequency distribution, factor analysis, reliability analysis, and T-test are used to conduct information analysis. For qualitative study, every two chiefs and one basic-level police are selected from each of very heavily loaded police stations, less heavily loaded police stations, and police stations of lesser work load. In total, 12 people are chosen to conduct in-depth interview for analysis and comparison. It is found from the research that the interpretation of leadership has been hanged, of which meaning used to be the guidance and superior-inferior relationship, evolving into coordination and parallel interactions nowadays. Furthermore, instead of the authoritative, heroic leading style and performance-oriented, military management, the tendency of caring and consensus reaching with the subordinates emerges within the police leading party. Hence, the leading style of the chief of the police station has a great influence on the working spirits of the whole department. Besides, due to the fact that policemen who get involved in their jobs vary , this research will observe and analyze from satisfaction, performance achievement and decision-making participation of work among the policeman, and the analysis is as follows: 1.rare affirmation and trust obtained from our people due to the characteristics of the policeman work; 2.since the heavy workload of the basic-level police, their chances of self-development are quite limited; 3.They cant have a sense of achievement under the police system and the social ideology; 4.negative report from the media results in the bad image and low society status of our policeman; 5.too much workload for the basic-level policeman ; 6.the chief of police station shall set good examples with their own behavior; 7.the necessity of empowerment policy; 8.the participation system could not be put into effect. Above all, this research would be based upon the aim of the project, working through information study, questionnaire and in-depth interview. Following 3 directions as personal characteristics, leading style and their working involvement, considering the applicability, the study provide feasible policy suggestions in short, medium and long term for the police system, and the reference of following researchers.

本研究的主旨在瞭解國民中學「學校組織溝通」與「教師工作投入」之關係，研究方法以問卷調查法為主，並輔以實地訪談。研究工具為自編之「國民中學學校組織溝通與教師工作投入問卷」，調查對象係以桃園縣公立國民中學（含國民中小學）教師共 497人為樣本。研究資料分析以描述統計、t考驗、單因子變異數分析及Scheffe’、積差相關及逐步多元迴歸等方法進行分析處理。本研究獲得之結論如下： 本研究獲得之結論如下： 一、國民中學教師知覺學校組織溝通之現況，屬良好程度；以「組織氣氛」最高。 二、國民中學教師知覺教師工作投入之現況，屬於良好程度；在各層面中，以「工作評價」層面的表現最好。 三、國中教師個人背景變項之性別、年齡、服務年資、學歷、職務、學校規模之不同，在知覺「學校組織溝通」部分有顯著差異。 四、國中教師個人背景變項之性別、年齡、服務年資、學歷、職務，在知覺「教師工作投入」部分有顯著差異。 五、學校組織溝通整體及各層面與教師工作投入整體及各層面間，有顯著的正相關，表示國民中學學校組織溝通與教師工作投入之關係密切。 六、學校組織溝通各層面對整體教師工作投入具有預測力，其中又以「個人回饋」對教師工作投入最具正向的預測作用。 根據研究結果提出結論與建議如下： 一、對教育行政機關的建議 （一）將組織溝通相關課程納入校長主任儲訓與進修 （二）縮小學校規模，提升溝通機制與效能 二、對國民中學的建議 （一）建立組織溝通之機制與模式，促進校務推動 （二）辦理教師教學經驗交流活動 （三）鼓勵教師進修，充實專業知能與溝通技巧，增進組織溝通 （四）建立未擔任行政職之教師溝通管道 （五）邀請教師參與行政工作 （六）辦理教師文康活動，增進教師的互動 （七）積極建立個人回饋機制，鼓勵教師適時給予回饋 三、對國民中學教師之建議 （一）破除傳統性別藩籬，積極參與組織活動 （二）善用溝通媒介及管道，正確獲得訊息及表達意見，增進組織溝通效能 / This study aims to understand the junior high school "organizational communication" and "teachers’ job involvement " of the current situation, to explore the junior high school "School organizational communication" and "teacher job involvement" in individual differences on background variables, to produce predictive power by analyzing the relationship of the perceptions between the teachers’ "School organizational communication" and "Teachers’ job involvement, " and to make specific practical suggestions based on the comprehensive study of the results. In order to achieve its purposes, this study has methodologically adopted document analysis, questionnaire survey and face to face interview. The subjects are public junior high schools (including junior & primary school) teachers in Taoyuan County. The self-edited questionnaire of this study, “The Junior High School Teachers in Organizational Communication and Teachers’ Job Involvement Survey Questionnaire” was designed and the 497 samples were surveyed. The data were analyzed and presented by t-test one-way ANOVA and Scheffe’s statistics to test hypotheses, Pearson product-moment correlation, and stepwise multiple regressions. The conclusions of this study are as follows: 1. Junior high school teachers perceived the current status of organizational communication is in a good degree, "organizational climate" the maximum. 2. Junior high school teachers perceived the current situation of teacher involvement is in a good degree; at all levels, the "job evaluation" level is the best. 3. A significant difference showed on the perception of "organizational communication" based on the teachers personal background variables, like gender, age, years of service, qualifications, duties, and schools of different scale. 4. A significant difference showed on the perception of "teachers’ involvement" on difference teachers personal background variables, like gender, age, years of service, qualifications, and duties. 5. The overall school organization and the level of communication with teachers and the level of job involvement among the whole, a significant positive correlation reveals that junior high school organizational communication and the relationship between job involvement of teachers have closely relationship. 6. On the level of the whole school organization levels of communication with the predictive power of teachers into the work, among which "personal feedback" on the job involvement, predicted the most positive effect. Based on the findings, conclusions and recommendations for educational administration, schools, and future research. 1. On the educational authority: (1) Communication-related courses will be organized into the principal director training and education. (2) Reduce school size to improve the effectiveness of communication mechanisms and efficacy. 2. The recommendations for the junior high schools: (1) To establish of the mechanism and mode of organizational communication, and promote the school to promote. (2) To encourage teachers to share teaching experience. (3) To encourage teachers to pursue and enrich the professional knowledge and communication skills, improving organizational communication. (4) To establish a communication channel for the executive staff of teachers. (5) To encourage teachers to participate in administrative work. (6) To handle recreational activities for the teachers to enhance interaction. (7) To establish personal feedback mechanism actively to encourage teachers to give timely feedback. 3. The recommendations for the junior high school teachers: (1) To remove the traditional gender barriers, and actively participate in activities. (2) To make use of communication media and channels, to get the correct information and express their views, and to enhance the effectiveness of organizational communication.

本研究旨在探討新北市國中輔導處兼任行政教師工作壓力、心理資本及工作投入之關係，以新北市315位輔導處兼任行政教師為研究對象，回收有效問卷共310份。本研究之研究工具為「工作壓力量表」、「心理資本量表」及「工作投入量表」。以描述性統計、t檢定、單因子變異數分析、皮爾遜積差相關、多元逐步迴歸分析等方法，進行統計分析。主要研究結果如下： 1.新北市國民中學輔導處兼任行政教師之工作壓力屬於中等程度，其中以「工作負荷」、「專業發展」等方面的工作壓力感受最大。 2.新北市國民中學輔導處兼任行政教師所擁有之心理資本屬於中高程度，尤其以心理資本中的「希望」特質最為豐厚，其次則為「復原力」特質。 3.新北市國民中學輔導處兼任行政教師之工作投入屬於中高程度，其中以「奉獻」樣態的工作投入最高，其次則為「專注」樣態的工作投入。 4.新北市國民中學輔導處兼任行政教師的工作壓力與工作投入間，呈現顯著負相關的關係。 5.新北市國民中學輔導處兼任行政教師的心理資本與工作投入間，呈現顯著正相關的關係。 6.心理資本的「希望」特質、「專業發展」及「上級要求」等方面的工作壓力與心理資本的「自我效能」及「樂觀」等特質，可以顯著預測新北市國民中學輔導處兼任行政教師的「整體工作投入」，預測力分別為32％、6％、2.9％、3.6％及2.1％，總預測力為45.7％。 本研究依據上述結果加以討論，並分別對學校行政、學校行政主管機關及未來研究提出相關建議。

本碩士論文共計一冊，分為四章，第一章為緒論，可分為三節，第一節為研究動機與 目的，主旨在於說明本研究的主要目的係探討工作團隊中，主管和部屬的自我人格類 型、同事中大部人的人格類型、工作團隊中大部份的人格類型及某些口統計變項，如 性別、公司管理型態等等變項，與工作者在工作中所表現的某些工作行為如工作壓力 、工作滿足及工作投入之關係為何，以便藉所得結果，提供給人事管理部門，在甄選 、安置及員工輔導上，做一參考。第二節則進行文獻探討，分別對A/B 型人格理論與 相關研究結果、工作壓力、工作滿足、工作投入、主管領導型態及上述諸變項的綜合 研究文獻，做一探討與闡釋。第三節根據研究動機與目的與文獻的探討結果，條列出 本研究問題與研究假設。 第二章計分三節，分別對本研究的研究對象、研究工具及資料分析的方法，做一說明 。第三章為結果與討論，針對樣本、研究工具及研究假設的實證結果做一說明，如發 現A 型工作者與B 型工作者在工作壓力、工作投入、內在滿足及外在滿足上，差異皆 達顯著水準，符合本研究之假設。第四章為結論與建議，係摘錄上述研究結果，並對 本研究進行檢討，此外也根據實務了解，提供某些實驗結果，建議予人事管理部門參 考之用。

論文目的在探討金融業服務人員的一般工作滿止與工作投入情況，及其相互間關係。 第一章 緒論，包含研究目的、問題及假設，名詞操作性定義，研究限制。 第二章 文獻探討，包含工作滿足、工作投入及與各變項間之理論探討。 第三章 研究方法，包含研究樣本，衡量工具，施測過程及統計方法。 第四章 結果及討論，內含基本資料分析，一般滿足、投入情況分析及各變項間相關 分析。 第五章 結論與建議，就研究結果提出結論與建議。