本研究旨在探討主管關懷對話、心理安全感、工作倦怠、留任意願與主動求助意願之間的關係，並檢驗心理安全感在主管關懷對話與三項員工結果變項之間所扮演的中介角色。本研究以387名全職工作者為有效樣本，採問卷調查法蒐集資料，以SPSS進行描述性統計、信度分析與相關分析，以AMOS進行驗證性因素分析與結構方程模式分析，透過Sobel檢定法搭配Bootstrap重抽樣估計中介效果。 研究結果證實主管關懷對話與心理安全感具有顯著正向關係；心理安全感與工作倦怠具有顯著負向關係，對留任意願及主動求助意願均具有顯著正向關係。在中介效果方面，心理安全感完全中介主管關懷對話與工作倦怠、留任意願及主動求助意願之間的關係。依據研究結果，本研究建議組織應將建立心理安全感的溝通能力納入主管培育體系，並以創造讓員工敢求助的心理安全環境作為推動職場心理健康支持的根本策略。;This study examined the relationships among supervisor–employee caring conversations， psychological safety， job burnout， retention intention， and help-seeking intention. The mediating role of psychological safety is explored as well. Data are collected through online survey from 387 full-time employees and analyzed with software such as SPSS and AMOS. The results indicate that supervisor–employee caring conversation is positively related to employee psychological safety. Psychological safety is negatively related to job burnout while positively related to retention intention and help-seeking intention. Psychological safety fully mediates the relationships between supervisor–employee caring conversation and job burnout， retention intention as well as help-seeking intention. Drawn on the findings， managerial implications and suggestions for future research are thus discussed.
