在全球化和技術變革的推動下，現代職場環境變得更加動態和具有挑戰性。提升員工的自我效能感和降低工作壓力成為組織管理的重要議題。自我效能感是員工對其完成特定任務能力的信心，與更大的動力、韌性和成就感有關，對提升工作動機、績效和工作滿意度至關重要。然而，工作壓力卻是員工心理健康和工作績效的主要障礙。
近年來，個別協議作為一種創新的管理工具，逐漸被企業採納。個別協議可以根據員工的個人需求調整工作安排，從而提高工作靈活性和滿意度。儘管如此，個別協議對於減緩工作壓力和提升自我效能感的具體影響機制仍需進一步研究。
本研究旨在探討自我效能感、個別協議與工作壓力之間的關聯。基於社會認知理論、資源保存理論、控制-需求-支持模型和自我決定理論，研究假設高自我效能感能促進個別協議的獲取，而這些個別協議能減少工作壓力。通過對 196 名來自不同產業的台灣員工進行問卷調查，結果顯示，自我效能感顯著影響時間靈活性、地點靈活性和財務激勵等個別協議的獲取，且這些個別協議能顯著減少工作壓力。此外，個別協議在自我效能感與工作壓力之間具有中介效應。
本研究的結論強調企業應提升員工的自我效能感，並通過制定個別協議來減少工作壓力，從而提升員工的工作滿意度和組織承諾。

Driven by globalization and technological changes, the modern workplace environment has become more dynamic and challenging. Enhancing employees' self-efficacy and reducing work stress have become critical issues in organizational management. Self-efficacy, or the confidence employees have in their ability to complete specific tasks, is associated with greater motivation, resilience, and a sense of accomplishment, making it crucial for improving work motivation, performance, and job satisfaction. However, work stress remains a major obstacle to employees' mental health and job performance.
In recent years, idiosyncratic deals (i-deals) have been increasingly adopted by companies as an innovative management tool. I-deals allow work arrangements to be tailored to meet individual employee needs, thereby enhancing work flexibility and satisfaction. Despite this, the specific mechanisms by which i-deals alleviate work stress and enhance self-efficacy require further exploration.
This study aims to investigate the relationships among self-efficacy, i-deals, and work stress. Based on social cognitive theory, conservation of resources theory, the demand-control-support model, and self-determination theory, it is hypothesized that high self-efficacy can promote the acquisition of i-deals, which in turn can reduce work stress. Through a questionnaire survey of 196 employees from various industries in Taiwan, the results show that self-efficacy significantly influences the acquisition of i-deals related to schedule flexibility, location flexibility, and financial incentives. Moreover, these i-deals significantly reduce work stress. Additionally, i-deals serve as a mediator between self-efficacy and work stress.
The conclusions of this study highlight that companies should enhance employees' self-efficacy and develop i-deals to reduce work stress, thereby improving job satisfaction and organizational commitment.

摘 要........................................................................................................................... i
Abstract .................................................................................................................... ii
誌 謝........................................................................................................................... iii
目 錄........................................................................................................................... iv
第一章 緒 論............................................................................................................... 1
1.1 研究背景與研究動機 ............................................................................................. 1
1.2 研究問題與研究目的 ............................................................................................ 2
第二章 文獻探討 ....................................................................................................... 4
2.1 自我效能和個別協議 ............................................................................................ 4
2.1.1 自我效能（self-efficacy） ................................................................................ 4
2.1.2 個別協議（Idiosyncratic deals, 簡寫為i-deals） .............................................. 7
2.1.3 高自我效能對個別協議的影響 .................................................................. ........ 8
2.2 個別協議和工作壓力 ........................................................................................... 9
2.2.1 工作壓力（Job stress） ................................................................................... 9
2.2.2 靈活性個別協議（flexible i-deals） ................................................................ 11
2.2.3 靈活性個別協議對工作壓力的影響 .................................................................. 12
2.3 高自我效能、個別協議和工作壓力 ..................................................................... 12
第三章 研究方法 ...................................................................................................... 14
3.1 研究框架 ............................................................................................................ 14
3.2 研究過程和研究對象 .......................................................................................... 15
3.3 測量工具與方法 ................................................................................................. 17
3.4 資料分析方法 .................................................................................................... 20
第四章 實證分析結果 ............................................................................................... 21
4.1 問卷信度分析 ...................................................................................................... 21
4.2 敘述性統計與相關分析 ....................................................................................... 22
4.2.1 敘述性統計 ...................................................................................................... 22
4.2.2 相關性分析 ...................................................................................................... 22
4.3 假設檢驗 ............................................................................................................ 23
4.3.1 自我效能對於個別協議的影響，包括時間靈活性、地點靈活性和財務激勵 ....... 23
4.3.2 個別協議包括時間靈活性、地點靈活性和財務激勵對於工作壓力的影響 .......... 24
4.3.3 中介效果驗證結果 ........................................................................................... 24
第五章 結論與建議 ................................................................................................... 27
5.1 理論意涵 ............................................................................................................. 27
5.2 管理意涵 ............................................................................................................ 28
5.3 研究侷限和建議 .................................................................................................. 28
參考文獻................................................................................................................... 30

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