本研究旨在探究不同因應策略在職場中減緩壓力的功效。這些策略包括:求助、自助、團體介入、迴避 和信念改變。本研究針對台灣四類產業員工進行問卷調查（N=662)。研究結果發現：一、因應策略的功效並 非一成不變’而是取決於員工性別、教育程度、以及與其他策略的交互作用。二、因應策略能否減輕壓力’ 與壓力因子的特性有關。三、運用一種以上的因應策略’未必一定能減輕壓力。四、自助是最常運用也是最 有效的因應策略’而迴避則是最差的策略。五、結合自助和團體介入二種策略’對於降低壓力有最佳效果。 這些發現可以補強職場中壓力因應機制的相關理論’並提供組織及人力資源管理實務上的參考。

This study investigates the efficacy of coping strategies commonly used in the workplace to alleviate stress. The strategies included: seeking assistance, self assistance, group intervention, avoidance and changing beliefs. Data were gathered from a large-scale questionnaire sur^vey of employees within four employment sectors in Taiwan (N =662). Five key fi^di^gs were revealed: 1. the efficacy of coping strategies was not universal; instead efficacy depended upon employee gender, educational level and interactions between strategies. 2. The nature of the stressor was a useful indicator of efficacy, i.e., whether stress was ameliorated by the strategy employed, was catalyst dependent. 3. Stress reduction was not an inevitable consequence of using more than one form of stress coping strategy. 4. Self assistance was the most common and most effective strategy and avoidance the least. 5. Combining self assistance and group intervention strategies resulted in lower levels of perceived stress. The findings serve to augment the body of literature pertaining to stress related coping mechanisms in the workplace. The implications that these findings have for organisational management and personnel practices are discussed.