台灣社會受到少子化及高齡化趨勢的影響，以及人工智慧、物聯網和大數據時代的來臨，在一個透明度不斷增加且新世代影響力不斷擴張的數位科技世界裡，新世代獨特的價值觀與行為模式，突顯出跨世代溝通與符合職場主流新世代特質的團隊運行模式之重要性，企業要如何留住人才，激發員工的戰鬥力，擁有豐厚正向心理資本和高度工作敬業心的員工將成為企業致勝的關鍵能力。因此，本研究從正向心理學觀點切入，欲了解跨世代職場中新舊世代員工的組織行為與感知情形，探討正向心理資本、工作敬業心、工作績效和主管對員工優勢支持四個變項之間的關係。
本研究採用問卷調查法，研究對象為全台灣各行業民營機構之18-65歲正式間接員工，並且與直屬主管有三個月(含)以上之從屬關係與共事年資者。採取書面問卷與網路問卷二種方式同步進行，合計841份有效問卷。運用結構方程模型之路徑分析法、拔靴法和階層迴歸分析進行研究假設驗證。分析結果驗證：正向心理資本對工作敬業心有顯著正向影響，工作敬業心對工作績效有顯著正向影響，工作敬業心在正向心理資本與工作績效間具有部份中介效果，主管對員工優勢支持在正向心理資本與工作敬業心之間具有調節效果。本研究以個體心理狀態闡述工作敬業心的中介效果，並以主管對員工優勢支持的管理角度探討正向心理資本對工作敬業心的有效性來填補過去的研究缺口，建立了新的研究架構與管理模式，同時提出理論與實務意涵供後續相關研究及實務界參考。

Taiwan society is affected by the trend of declining birthrate and aging, and advent of artificial intelligence (A.I.), the Internet of Things (IoT) and the era of big data. In a digital technology world where transparency is increasing and the influence of new generations is expanding, the unique values and behaviors of the new generation emphasizes the importance of cross-generation communication and the team operation mode that meets the new generation characteristics of the workplace mainstream. Companies want to retain talents and inspire their combat capability，employees with rich positive mental capital and high work enthusiasm will become core winning ability in enterprises. Therefore, this study started from the positive psychology perspective, wants to understand the organizational behavior and perception of the new and old generation employees in the cross-generational workplace, and explores the corresponding relationship of four factors including positive psychological capital, work dedication, job performance and supervisors' support for employees.
The research adopts the questionnaire survey method, the major object including 18-65 years old formal indirect employees of private institutions in Taiwan, the subordinates work with their direct supervisors for more than three months, totaling 841 valid questionnaires. Hypothesis verification is performed using structural equation modeling and hierarchical regression analysis. The results show that both of positive psychological capital and job engagement perform positive impact on job performance. Job engagement has partial mediating effect between positive psychological capital and job performance. In the meanwhile, supervisors’ support for strengths use also plays a moderating effect on positive psychological capital and job engagement. This thesis reported that individual psychological state was used to illustrate the effect of job engagement and the supervisors’ support for strengths use, previous research had never been involved, and the new research architecture and management mode are proposed for reference of future academics and industry.

第一章、緒論.......................................................1
第一節、研究背景與動機..............................................1
第二節、研究目的....................................................3
第二章、文獻探討 ...................................................5
第一節、正向心理資本................................................5
第二節、工作敬業心................................................ 13
第三節、工作績效...................................................20
第四節、主管對員工優勢支持 .........................................25
第五節、正向心理資本與工作敬業心的關係...............................31
第六節、工作敬業心與工作績效的關係...................................32
第七節、工作敬業心對正向心理資本與工作績效關係的中介效果...............33
第八節、主管對員工優勢支持對正向心理資本與工作敬業心關係的調節效果......34
第三章、研究方法...................................................37
第一節、研究架構與研究假設..........................................37
第二節、研究對象與施測程序..........................................38
第三節、資料分析方法................................................41
第四節、研究工具...................................................44
第四章、研究結果與討論..............................................57
第一節、描述性統計與相關分析........................................57
第二節、差異分析...................................................59
第三節、假設驗證...................................................62
第五章、結論與建議.................................................69
第一節、研究結論...................................................69
第二節、結果討論...................................................70
第三節、理論意涵...................................................73
第四節、實務意涵與建議.............................................74
第五節、研究限制與未來研究建議......................................77
參考文獻..........................................................79
附錄一：量表翻譯...................................................90
附錄二：專家效度問卷意見彙整表......................................93
附錄三：本研究正式問卷............................................109
附錄四：項目分析結果..............................................113
附錄五：差異分析結果..............................................117

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