本研究旨在探究臺灣老人日照單位從業人員職場疲勞的狀況，並 透過「工作要求－資源」理論模型，瞭解工作要求、工作資源與個人 人力資本、工作過度投入傾向對職場疲勞的效應。在分析362 筆具 完整資料的樣本後發現，日照單位從業人員的個人疲勞、工作疲勞高 於全國受僱者的平均值，但對服務對象疲勞則是低於平均值。進一步 的迴歸分析結果顯示，心理負荷與工作過度投入傾向是職場疲勞主要 的預測因子；多數的工作資源有助於緩解職場疲勞，但個人人力資本 與職場疲勞則無顯著的關連性；工作過度投入不僅提高職場疲勞的感 受，同時也會抵銷工作資源所帶來的效益。本研究的發現可作為日照 單位促進職場健康、提昇照顧品質，以及優化人力資源管理策略的參 考。

This study aims to investigate the circumstances and correlates of job burnout among social workers, caregivers and nurses in the elderly daycare industry in Taiwan. Based on the Job Demands-Resources Model, we explore the effects of job demands, job resources, and over-commitment to work on the degree of burnout. Data for examining the hypotheses drawn from a mail survey was conducted in 2014. The Chinese version of the Copenhagen Burnout Inventory (C-CBI) is employed to measure the extent of burnout. The results indicate that employees in the elderly daycare industry have a higher degree of personal and work-related burnout, but have a lower degree of client-related burnout than the national average. Psychological workloads and over-commitment to work exert significant influences on the degree of burnout. Job-related resources variables tend to ease workplace fatigue (except for the effects of work influence on the client-related burnout), however, human capital does not have a significant effect on it. Over-commitment to work not only increases workplace fatigue, but also mitigates the benefits of job resources. Our findings can provide policy implications for health promotion, care quality, and human resource management strategies in elderly daycare services.