The main purpose of this study is to understand work values, work pressure and organizational commitment on elementary school¡¦s directors of general affairs in Kaohsiung City and County, and to explore the correlation between these three. First of all, to collect information on the work values, work pressure and organizational commitment. Second, based on the literature review, to summarize the results of analysis for this study, and to construct the main and suitable dimensions for this study and the study will be the development of research tools as a reference and theoretical basis. Furthermore, to propose the research framework, research hypotheses and the pre-test questionnaire which the preparation of this study was developed research tools ¡§ A questionnaire on the study of the relationship among work values, work pressure, and organizational commitment on elementary school¡¦s directors of general affairs in Kaohsiung City and County.¡¨ The directors of general affairs totally have 237 people for the research object. The valid questionnaires are 230, and the response rate of valid questionnaires is 97.45%. After removing invalid questionnaires, the valid samples count 225 and the response rate of valid questionnaires is 95.34%. After collecting questionnaires, the researcher analyzes the data with descriptive statistics, t-test, one-way MANOVA, K.Pearson¡¦s product-moment correlation, canonical correlation, and stepwise multiple regression and discusses the results of the research. The study is conducted the following suggestions. A. For education authorities a. Promoting directors¡¦ work values is to strengthen the directors¡¦ commitment to the organization. (a) Conducting various continuing curriculum, the directors¡¦ work values will be enhanced. (b) Providing a perfect system, the directors will obtain the opportunity of self-growth. (c) Encouraging directors to engage healthy leisure activities, the directors will obtain the physical and mental health. b. Reducing work pressure is to strengthen the directors¡¦ commitment to the organization. (a) Expanding the organization of the leaders of general affairs is to reduce directors¡¦ workload. (b) Commissioning others to conduct major projects is to reduce directors¡¦ workload. (c) Conducting professional curriculum is to enhance directors¡¦ professional ability. B. For principals a. Constructing a common prospect is to promote directors¡¦ work values. b. Molding the good interpersonal relationship and a sense of organization security is to increase directors' organizational commitment. c. Setting the reasonable goals is to reduce directors¡¦ work pressure. C. For directors of general affairs a. Actively participated in continuing education and promoting the self-work values are to reduce work pressure. b. Increasing good interpersonal relationships and promoting self-work values are to reduce work pressure. c. Establishing a good partnership is to reduce work pressure. d. Appropriate and adequate physical recreation is to have a physical and mental healthy. D. For the future study, the researcher makes recommendations to research objects, research variables, and research methods.

本研究旨在瞭解北部五縣市國民中學總務主任工作壓力及因應策略的現況。以北部五縣市公立國民中學總務主任為問卷普查對象，共回收214份有效問卷，以SPSS12.0視窗中文版進行資料分析，再施以半結構式訪談，以輔助調查研究之不足，根據分析結果與訪談所得，提出建議。本研究之結論： 一、北部五縣市國民中學總務主任整體的工作壓力感受，屬於中等程度以上，對因應策略的使用狀況偏高。 二、在不同背景變項與工作壓力的關係上： （一）「30歲以下」的總務主任其工作壓力感受較強。 （二）「30歲以下」的總務主任其工作壓力感受較強。 （三）未婚總務主任所感受到的壓力，高於已婚的總務主任。 （四）「任總務主任年資未滿1年」的總務主任工作壓力感受較強。 （五）教育背景不同的總務主任工作壓力有差異。 （六）「偏遠地區」的總務主任工作壓力感受較強。 （七）「12班以下」的總務主任工作壓力感受較強。 三、不同背景的國民小學總務主任壓力因應策略分析： 壓力因應策略的使用上，不因性別、年齡、婚姻狀況、教育背景、任總務主任年資、學校所在地以及學校班級數等因素不同而有所差異。 四、不同壓力感受的總務主任壓力因應策略的分析： 　　工作壓力各層面感受高壓力組的總務主任在因應策略使用的得分顯著高於低壓力組。 最後依據上述的發現與結論，提出對國中總務主任、校長、教育行政主管機關的建議，以供參考。 一、對國中總務主任的建議 （一）增長專業知能，加強專業進修。 （二）落實權責分明，明確職務代理。 （三）強化工友技能，提昇工作績效。 （四）善用壓力對策，化壓力為助力。 二、對校長的建議 （一）訂定輪調制度，增進凝聚力量 （二）建立領導風範，加強溝通授權。 （三）運用獎勵措施，激發工作潛能。 （三）營造優質環境，減少雜務干擾。 三、對教育行政主管機關的建議 （一）修定相關法令，合理配置人力。 （二）加強知識管理，提升行政品質。 （三）成立營繕機構，專責辦理採購。 （四）建立人力資源，因應人力精簡。 （五）精簡公文報表，強化統合視導。 （六）開辦知能研習，增長專業知能。 / A Study on the Job Stress and Coping Strategy of the junior high Schools’ Directors of General Affairs in Northern Taiwan county . ABSTRACT The purpose of this study was to investigate the job stress and coping strategy of the high schools’ directors of general affairs in Northern Taiwan county. This study adopted both of the questionnaires and interviews to achieve the purposes stated above. The focus group included 214 junior high schools’ directors of general affairs in Northern Taiwan county . Four major conclusions of this study were as follows: 1.Perception of job stress of the junior high schools’ directors of general affairs was above average. The coping strategies were used more frequently. 2.the connection between different background and job stress: (1) There were no significant difference about sensitivity with job stress between directors in gender (2) In “ job stress”, the directors of less 30 years old had higher sensitivity than the directors of 41-50 years old . (3) In “ job stress”, the directors of less one year experience had higher Sensitivity than the directors of 5-8 years experiences. (4) In “ job stress”, the single directors had higher sensitivity than the married directors. (5) The job stress that junior high schools’ directors of general affairs differs from different educational background (6) In “ job stress”, the directors of remote districts had higher Sensitivity than the directors of towns and villages . (7) In “ job stress”, the directors of less12 numbers of classes of the school had higher Sensitivity than the directors of over 60 numbers of classes of the school . 3. Analyzing coping strategy of the junior high schools’ directors of general affairs with different background: There were no significant differences about ways of coping between junior high schools’ directors of general affairs in gender,age,marriage,educational backgrounds,years of service,service area,size of school enrollment. 4.Analyzing coping strategy of the directors with different perception of job stress: In coping strategy, the groups with higher sensitivity about “job stress ” got higher point than the groups with lower sensitivity.