| Summary: | 碩士 === 國立新竹教育大學 === 人力資源發展研究所 === 100 === Greenberg (1995) indicated that job stress affected mental health, resulting in lower self-confidence which could further have one’s job satisfaction decreased. Employees with lower job satisfaction likely had negative job performances such as professional fatigue, resignation, or retirement. In view of this, Ivancevich and Matterson thought that the job stress model from the managers’ viewpoint counted the motivation factor as one of the potential influences for individual recognition toward stress (Li, 2008). In addition, some empirical studies showed that if organizations made changes to the salary, benefits, and comfort of the working environment as motivation, employees’ job satisfaction and performance could be enhanced (Lin, 2004; Wu, 2004).
If the organizations want to get performance well, it must to provide "incentives" for employees towards the organizational goal. The study was to understand the job stress, job satisfaction and motivation of the Knowledge-Intensive industry workers. And further to examine the moderating effect of motivation on the relationship between job stress and job satisfaction. The employees of the Knowledge-Intensive industry in Hsinchu city were selected as the research participates in this study using convenience sampling to investigate and the response rate was32.7%. The data was analyzed by applying statistical methods, i.e., descriptive statistics analysis, reliability analysis, factor analysis, correlation analysis, regression analysis and hierarchical regression analysis. The research findings could be concluded as below:
1.The main results were as follows: The level of the Knowledge-Intensive industry worker’s job stress was under the average.
2.The level of the Knowledge-Intensive industry worker’s job satisfaction and motivation were above the average.
3.The level of the Knowledge-Intensive industry worker’s job stress could have a negative impact on job satisfaction.
4.The Knowledge-Intensive industry worker’s motivation didn’t buffer the influence of job stress on job satisfaction.
The implications and suggestions for future studies are also provided.
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