一、實務建議
(一)以企業人力資源管理角度
能提供實務界可以在挑選員工時候可以提早篩選適合的人選在企業 裡，培養適合的管理人員以及主管，使公司進步。根據 2017 新鮮人職場 競爭力大調查，企業最願意僱用社會新鮮人，而企業最愛的新鮮人特質，
具備主動積極的員工。另外，可以將員工主動性的人格特質加入考績內，
做為績效評分的一個標準，使員工可以更積極在工作上；在教育訓練上，
針對員工主動性的特質，可以引導員工發揮在工作上，進而產生工作塑造 的行為。
(二)對企業角度而言
面對新科技瞬息萬變，可以將曾經有參與過新產品改良的員工和操作 新產品科技有自信心的員工成立科技小組團隊，以利對科技風暴來襲，或 是與研發部門合作共同研發產品改良。
(三)對員工而言
對員工而言，改變自身的工作價值，不僅在能力和實力上會有提升效 果，使自己程度提升，可以勝任更好的任務和挑戰，使員工受到上司的重 視和賞識，滿足自我成就感，在員工身上有達到成就部分，對公司而言，
也可以也獲得良好人才。
在面對現在新科技的發展，具備有良好新科技產品自信心員工，在升 職或是參與新產品使用開發時，會有較強優勢，因為對於新產品使用也較 容易使用。
二、後續研究建議
目前在學術上，鮮少有員工主動性對科技焦慮的研究，在台灣的論文 期刊上還沒學者研究兩變數之間，由於在台灣的學術論文主要以主動性人 格特質的研究居多，少拿來與科技焦慮做研究；另外，工作塑造在近年來 式新興名詞，在西方國家已經有相當多學者進行研究，在台灣也鮮少有學
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者研究，透過此次的論文，可以將關於工作塑造方面的文獻整理統整，給 後續學者進行研究。
在後續探討工作塑造研究，可探討工作塑造構面如增加結構性資源、
增加社會性資源、增加挑戰性工作需求、減少阻礙性工作對自變數的探討；
另外在工作塑造文獻中也提到工作塑造分為個人工作塑造和團隊工作塑 造，之後也可以與其他變數做研究。
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附錄二 Turnitin 論文原創性比對系統相似度報告
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