本研究探討及檢驗工作要求、工作控制以及自我警覺對員工適應(焦慮、憂鬱、工作滿足及情感承諾)的影響。以210位基層員工為樣本，研究結果顯示，工作要求與工作控制的主效果大都會影響員工適應，工作要求與工作控制的交互作用對員工適應都無影響，自我警覺對於工作要求與工作控制的交互作用對員工適應影響的干擾效果則大部份獲得支持。此一發現顯示Karasek的工作要求─工作控制模式較適用於高自我警覺的員工。本研究討論研究結果在理論以及管理實務上之意涵，同時對於未來的研究方向提出建議。

The study examined the effects of job demand, job control and self-monitoring on employees' adjustment (anxiety, depression, job satisfaction and affective commitment). Data were provided by 210 lower-level employees. The results revealed that most of main effects of job demand and job control on employees' adjustment were significant. The interactions of job demand and job control did not affect employees' adjustment. Most of the three-way interactive effects of job demand, job control and self-monitoring on employee's adjustment were significant. The finding demonstrated that the Karrsek's job demand-job control model is more applicable to high than low self-monitoring employees. The authors discussed the implications for theory and managerial practice and suggested direction for the future study.