人是企業中最重要的資產，而在科技業中的研發人員尤為重要。高科技產業是一個具備高壓力的產業，其市場競爭激烈，技術淘汰快速以及研發成本高。在這樣的環境下，研發人員的工作複雜度高且過程中不被允許犯錯，需以追求完美為目標，才能使產品如期上市；然而，在長期的壓力累積下，極有可能造成研發人員產生工作倦怠。員工之工作倦怠不僅會造成工作效能降低，還會使企業人才流失，對企業來說是重大損失，因此了解研發人員工作倦怠產生的原因，使企業得以提前預防與管理，為重要的管理課題。此外，由於高科技產業的研發人員多來自於各校的頂尖人才，這些人才本身追求卓越與成功的完美主義人格特質即較為強烈，故探討科技業中R&D人員的完美主義對工作倦怠的影響再適合不過。

本研究採跨層級層次為分析單位，探討研發人員完美主義性格對研發人員工作壓力與工作倦怠之間的關係，為求完整性，並深入探討研發主管之完美主義性格對員工之完美主義性格與工作壓力之間的影響與變化。

本研究以高科技產業中之研發部門、新創團隊等專案團隊為研究對象，採便利抽樣的問卷發放方式蒐集資料。針對86家企業，共發出159組問卷進行調查，回收並資料篩選後，獲得有效團隊問卷共63組，共239份成員問卷與63份主管問卷。接著以SPSS與HLM統計分析軟體，針對蒐集的資料進行階層線性方程式分析。實證研究結果發現：(1)非適應型完美主義對工作壓力有顯著正向影響。(2)工作壓力對工作倦怠有顯著正向影響。(3)工作壓力對非適應型完美主義與工作倦怠有顯著中介效果。(4)主管之非適應型完美主義對員工非適應型完美主義與工作壓力有顯著干擾效果。

最後，本研究根據實證分析結果提出理論與實務意涵、研究限制及未來研究方向，並針對研發人員、研發主管之完美主義特質提出實務上企業內部管理可行的建議，期能降低研發人員的工作倦怠，也降低企業人才流失的損失。

This paper examines how employees with perfectionism affect their perception of job stress and job burnout. The role of a perfectionist supervisor on the relationship between a perfectionist employee and job stress was also explored. Data was collected from 239 team members and 63 team leaders comprising 63 R&D teams in high-tech industry. Hypotheses were tested with both hierarchical liner modeling (HLM) and multiple regression analyses. At the individual level, results support the relationships between maladaptive perfectionism, job stress, and job burnout. In addition, job stress mediates the relationship between maladaptive perfectionism and job burnout. At the group level, results show that a leader with maladaptive perfectionism moderates the relationship between employee with maladaptive perfectionism and job stress.

LIST OF TABLE VI
LIST OF FIGURE VI

CHAPTER ONE：INTRODUCTION 1

CHAPTER TWO：THERORY AND HYPOTHESES 5
2.1 Perfectionism and job stress 5
2.2 Job stress and job burnout 9
2.3 Job stress as a mediator of perfectionism and job burnout 11
2.4 Moderation effect of leader with perfectionism 14

CHAPTER THREE：METHODS 19
3.1 Research framework 19
3.2 Participants and procedures 20
3.3 Measures 21
3.4 Analysis techniques 23
CHAPTER FOUR：RESULTS 24
4.1 HLM results 28
4.2 Testing mediation 28
4.3 Testing cross-level moderation 29

CHAPTER FIVE：CONCLUSIONS 32
5.1 Discussion and implications 32
5.2 Limitations and suggestions 35
5.3 Conclusion 36

REFERENCES 38
APPENDIX 46

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