台灣社會近年面臨少子化、高齡化等人口結構改變之壓力，企業在缺工與 競爭環境下常將營運壓力轉化為較高的工作要求，而當工作要求長期偏高且組 織支持不足時，可能提高員工工作倦怠與人才流動之風險。因此，本研究探討 工作要求、心理安全感、組織公民行為、工作倦怠與心理資本之間的關係，並 檢驗心理安全感之中介效果與心理資本之調節效果。 本研究採問卷調查法，以台灣職場工作者為研究對象，共回收 204 份有 效樣本；並透過描述性統計分析、信度分析、相關分析、階層迴歸分析及中介 分析進行假設檢驗。研究結果顯示：（1）工作要求對心理安全感具有顯著負向 關係；（2）心理安全感對組織公民行為具有顯著正向關係；（3）心理安全感對 工作倦怠具有顯著負向關係；（4）心理安全感在工作要求與工作倦怠之間具有 部分中介效果；（5）心理安全感在工作要求與組織公民行為之間的中介效果未 獲支持；（6）心理資本在工作要求與心理安全感之間的調節效果未達顯著。 本研究結果說明心理安全感可作為理解高工作要求下員工工作倦怠的重要 心理機制，相關結果可供後續企業檢視工作要求、主管支持與組織互動環境時 作為參考。;This study examines the relationships among job demands， psychological safety， organizational citizenship behavior， burnout， and psychological capital. In response to labor shortages and increasing talent retention challenges in Taiwan， organizations often place higher job demands on employees. When job demands remain high and organizational support is insufficient， employees may experience greater burnout and turnover risk. Thus， this study also investigates the mediating effect of psychological safety and the moderating effect of psychological capital. Data were collected through a questionnaire survey of full-time employees in Taiwan， yielding 204 valid responses. Descriptive statistics， reliability analysis， correlation analysis， hierarchical regression analysis， and mediation analysis were conducted. The results indicate that: (1) job demands are negatively related to psychological safety; (2) psychological safety is positively related to organizational citizenship behavior; (3) psychological safety is negatively related to burnout; (4) psychological safety partially mediates the relationship between job demands and burnout; (5) the mediating effect of psychological safety between job demands and organizational citizenship behavior is not supported; and (6) the moderating effect of psychological capital is not significant. Drawn on the findings， managerial implications and recommendations for future research are thus discussed.
