本研究依據自我決定理論為基礎，檢視組織員工的自主動機、受控動機、工 作敬業、工作狂與疲勞的關係，並提出分屬團隊層次的團隊競爭氣候為工作動機 與重度工作投資的調節變數。本研究採問卷調查方式，收回之有效樣本包含 41 個組織、81 個團隊、394 名員工。層級線性模式分析之結果顯示:(1)自主動機與 工作敬業呈正向相關;(2)受控動機與工作狂呈正相關;(3)自主動機會透過工作 敬業的中介效果，進而影響員工的疲勞;(4)受控動機會透過工作狂的中介效果， 進而影響員工的疲勞;(5)團隊競爭氣候對受控動機與工作狂之間具有調節效果。 最後，依據本研究結果提出討論及研究建議與限制。

This study would examine the relationship between autonomous motivation, controlled motivation, work engagement, workaholism, and fatigue in organizational employees by using Self-Determination Theory and proposed competitive workgroup climate at the team level as the moderator variable of work motivation and heavy work investment. In this study, a questionnaire survey was conducted on teams with three or more employees at companies in Taiwan. The valid sample questionnaires were collected from 41 enterprises, including 81 teams and a total of 394 employees. The analysis by hierarchical linear modeling showed that: (1) autonomous motivation was positively correlated related to work engagement; (2) controlled motivation was positively related to workaholism; (3) autonomous motivation could affect employees’ fatigue by mediating their work engagement; (4) workaholism mediated the relationship between controlled motivation and employees’ fatigue; and (5) competitive workgroup climate moderated the relationships between controlled motivation and workaholism. Accordingly, we would discuss, make suggestions and point out the research limitations based on the results of this study.

表目錄 Vxi
圖目錄 IX
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 6
第二章 文獻探討 7
第一節 重度工作投資 7
第二節 工作動機與重度工作投資關係 10
一、 自我決定理論 10
二、 自主動機與工作敬業的關係 12
三、 受控動機與工作狂的關係 13
第三節 工作動機、重度工作投資與疲勞關係 14
一、 疲勞定義 14
二、 自主動機與疲勞－工作敬業之中介效果 15
三、 受控動機與疲勞－工作狂之中介效果 17
第四節 工作動機與重度工作投資－團隊競爭氣候之調節效果 19
一、 工作要求-資源模型 19
二、 團隊競爭氣候定義 21
三、 自主動機與工作敬業－團隊競爭氣候之調節效果 23
四、 受控動機與工作狂－團隊競爭氣候之調節效果 25
第三章 研究方法 27
第一節 研究架構 27
第二節 研究假設 28
第三節 研究對象與程序 29
一、 樣本來源 29
二、 施測順序 29
三、 問卷發放流程 30
四、 問卷回收結果 31
第四節 研究變項與衡量 32
一、 個人層次變數 32
二、團隊層次變數-團隊競爭氣候 37
三、控制變數 39
第五節 資料分析方法 40
一、 敘述性統計分析 40
二、 相關分析 40
三、 信效度分析 40
四、 層級線性模式分析 41
五、 R軟體 41
第四章 研究結果 43
第一節 效度衡量分析 43
一、敘述性統計、相關分析及信效度分析 43
二、驗證性因素分析 45
第二節 假設驗證 47
一、 虛無模型（Null Model） 47
二、多層次分析 47
第五章 結論與建議 53
第一節 研究結論 53
第二節 理論意涵與討論 55
第三節 管理意涵 57
第四節 研究限制與建議 59
參考文獻 61
附錄一 Time1問卷 83
附錄二 Time2問卷 85

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