本文旨在分析中階人力資源主管之工作壓力。本研究共分為四大部份。第一部份為前言，主要說明研究背景、研究目的等概況。第二部份為文獻回顧，包含闡明工作壓力的定義、介紹相關壓力理論、以及解釋壓力源。第三部份則說明研究方法，本研究採深度訪談之質性研究，研究對象共六位。最後一部份為研究結論與建議。本文指出影響人事主管工作壓力來源主要為組織設計的多重專業化分工和組織文化模式，前者導致組織多重領導與行政命令多元的相對困境，後者則是緩步形成的組織文化對人事主管產生的隱形工作壓力。

This paper focuses on the analysis of working pressure of HR supervisors. This research includes four major sections, which are structured as follows. The first section is an overview which includes background and purpose of this study. The second section is a literature review which involves studies of pressure. The third section summarizes the results of interviews with 6 HR supervisors. Finally, the paper ends with conclusions and recommendations. The authors argue that the institutional design and institutional culture co-constrain HR supervisions’ working performance: the ramification of institutional design leads to the paralysis of HR supervisions’ positivism while institutional culture and lack of efficient communication breed members’ inability from within.