本研究係以服務於某科學園區內高科技公司的從業人員為研究對象，利用問卷調查法來蒐集相關資料，共發出1200份問卷，回收問總計1193份，有效樣本共計1105份，回收率92%。研究工具包括職場壓力風險因子（要求、控制、支持、關係、角色、變革、環境）量表與職場疲勞（工作疲勞、工作過度投入）量表，並透過描述統計、t考驗、單因子變異數分析、與Pearson積差相關等統計方法進行資料分析。最後，則針對研究所得結果出具體建議，以供高科技產業界或有興趣者之參考。茲將研究所得結論分述如下：一、高科技從業人員感受到中上程度的職場壓力。二、不同「服務年費」、「職務」、「婚姻狀況」的高科技從業人員，其職場壓力的感受呈現顯著差異。三、高科技從業人員感受到中上程度的職場疲勞。四、不同「婚姻狀況」、「職務」及「服務年資」的高科技從業人員，其職場疲勞的感受呈現顯差異。五、高科技從業人員對於公司的「組織支持」及「工作場所健康促進」作為感受到中度以上程度的認同。六、不同「服務年資」的高科技從業人員，其組織健康的感受呈現顯著差異。七、高科技從業人員的職場壓力風險因子管控與職場疲勞之問呈現顯著負相關。八、高科技從業人員的職場壓力風險因子管控與組織健康之間呈現顯著正相關。九、高科技從業人員的職場疲勞與組織健康之間呈現顯著負相關。

The research purposes in this study are: to understand the current situation of risk factors of workplace stress (RFWS) and burnout of high-tech employees; to investigate the demographic differences in the RFWS and burnout of high-tech employees, and the correlation between RFWS and burnout. Research targets of this study are the employees of high-tech industry in Science Park. By using the questionnaire-survey method to collect the related information, 1200 questionnaires were sent out. A total of 1193 questionnaires were returned, with an effective return rate of 92%. Research tools are the scales of RFWS (including demand, control, support, relation, role, change, and environment) and the scales of burnout (including job fatigue, and job over-commitment). The data are analysed by way of descriptive statistics, t-test, ANOVA and multiple comparison, and Pearson’s correlations. Suggestions based on the research findings are made for the reference to high-tech industry, or the interested people. The conclusions of this study are listed as follows: 1. The high-tech employees suffered above the middle conditions of workplace stress. 2. Individual high-tech industry employees withdistinct serving age, occupational grade, and marital status, have significant differences in regard to their perception of RFWS. 3. The high-tech employees suffered above the middle conditions of workplace fatigue. 4. Individual high-tech industry employees with distinct marital status, occupational grade, and serving age, have significant differences in regard to their perception of workplace fatigue. 5. The high-tech
employees have above the middle conditions of recognition in
organizational support and workplace health promotion performed by their company. 6. Individual high-tech employees with distinct serving age, have significant differences in regard to their perception of organizational health. 7. Control of RFWS and job fatigue of the high-tech employees are significantly negative correlation. 8. Control of RFWS and organizational health of the high-tech employees are significantly positive correlation. 9. Job fatigue and organizational health of the high-tech employees are significantly negative correlation.