目標：探討受僱者的疲勞狀況與工作過度投入行為傾向之分佈與相關因素。方法：參考「哥本哈根疲勞量表」與「付出—回饋失衡模型」，發展職場疲勞量表，包括「個人疲勞」、「工作疲勞」、「服務對象疲勞」與「工作過度投入」四個面向；問卷也同時量人口學(性別、年齡、婚姻與教育程度)與工作背景資料(職等、公司規模、工時、工作負荷、工作控制與就業不安定性)。調查對象為台北市36家職場共2891名男性與2704名女性受僱者，其中製造業佔41%，營造業佔7%，服務業佔52%。結果：應用複迴歸模型，控制個人、工作變項後，女性在「個人疲勞」(β＝4.2)與「工作疲勞」(β＝2.9)之得分顯著高於男性，「服務對象疲勞」(β＝-3.2)得分顯著低於男性，而「工作過度投入」(β＝0.1)則無顯著性別差異。在男女性中，年輕者的「個人」、
「工作」、與「服務對象疲勞」得分均顯著高於年長者；但「工作過度投入」則以35?45歲青壯年族群的得分明顯高於35歲以下及45歲以上者。此外，每週工時54小時以上、工作負荷高、工作控制低、就業不安定性高者，在上述四個面向的得分均顯著較高。結論：本研究指出職場疲勞與工作過度投入的高危險族群，可作為職場健康介入策略之參考。

Objectives: This study was designed to investigate the distribution and correlates of workers’ burnout and "over-commitment to work”. Methods: Burnout status was measured using revised items from the Copenhagen Burnout
Inventory (CBI), which includes 3 subscales (personal burnout,work-related burnout, and client-related burnout). The scale measuring over-commitment to work was modified from Siegrist’s Effort-Reward Imbalance Questionnaire (ERI-Q). Also collected were socio-demographic characteristics (sex, age, marital status, and education) and work-related factors (employment grade, company size, working hours, work demands, job control,and job insecurity). A total of 2891 male and 2704 female employees from 36 worksites in Taipei city participated in this survey. Among them, 41% was in manufacturing, 7% was in construction, and the remaining 52% in service sectors. Results: After controlling for demographic and work-related variables in regression analyses, women had significantly higher levels of personal burnout (β=4.2) and work burnout (β=2.9) but significantly lower levels of client burnout (β=-3.2) and
comparable levels of over-commitment to work (β=0.1) compared to men. Among both sexes, younger employees had significantly higher levels of burnout in all three subscales; however, the middle-aged group (aged 35~45) reported the highest levels of over-commitment as compared to other age groups. Longer working hours (? 54 hours per week), higher psychological work demands, lower job control, and job insecurity were
found to be positively associated with scores on all four subscales. Conclusions: This study identified groups at high risk for burnout and over-commitment to work and provided directions for health promotion strategies in the workplace.