第五章 結果與討論
第三節 研究貢獻與限制
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概念「控制範圍」，又分為內控與外控，內控指個人相信其對生活事件是有掌控 感的，而外控指個人相信環境或命運能控制事件，這裡談的內控其實類似於樂觀，
因為兩者皆提及對未來事件的掌控感，只是樂觀更強調好的結果的發生。
自我效能、樂觀與核心自我評價中提到的自我效能、控制範圍的概念似乎有 所重疊，但是當其屬於「資源」時，具有資源的動力性，能夠累積、並集結更多；
另一方面，若是將自我效能與樂觀看做是類似核心評價的概念時，便是相對穩定 的概念，是個人對自我、他人、世界的基本假設；當以不同角度來解釋時，其效 果也會不同，故樂觀與自我效能到底較類似資源的概念或是特質的概念，未來的 研究可針對這部分及其效果作更多釐清。
第三節 研究貢獻與限制
壹、 研究貢獻
一、以台灣企業員工為樣本檢驗工作要求－資源模型，結果並沒有完全驗證此以 歐洲員工為主要樣本的模型假設。結果顯示工作要求是耗竭的唯一預測因子，
但工作資源、工作要求皆可預測投入，顯示動力歷程不只能由資源所引發。
又工作要求與工作資源的交互作用效果不顯著，表示工作特徵對心理福祉有 直接預測效果，但工作特徵的效果並不會互相干擾，影響員工心理福祉。最 後，釐清影響角色內、角色外表現的機制，即投入會增加表現，但不同種表 現背後影響機制不一，而耗竭對兩種表現皆無顯著預測力。
二、釐清個人資源的角色。在直接效果方面，個人資源能直接促進投入、及角色 內外表現。在工作要求－資源模型的角色方面，個人資源除了在工作資源對 投入的效果有中介效果外，個人資源與工作要求的交互作用效果也會增加耗 竭，顯示個人因素的確會影響員工在工作時的心理福祉程度。
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貳、 研究限制與建議
一、本研究樣本來自台灣的企業員工，為求多樣性及研究結果能類化到其他員工 族群，樣本選取來自各領域的服務業、電子業，這兩種產業別亦為台灣產業 別的大宗；但由於研究樣本數並不大，故建議未來的研究可以更多不同產業 的員工為樣本，並擴大樣本數，以提升樣本的類化性。
二、本研究採取問卷法，由員工自評填答，雖然已經檢驗其是否受到共同方法變 異的影響，但信效度是否會隨著樣本而異，未來的研究可以將員工的客觀資 料如工作表現納入做綜合分析。
三、本研究的研究工具從以工作要求－資源模型為基礎發展的量表題目進行測 量，題目與分量表受限於原先的設計；但以台灣企業員工為樣本時，可以再 納入文化的考量，思考各分向度的內涵。
四、本研究為橫斷式研究，僅蒐集一個時間點的資料，非縱貫研究，無法確定工 作特徵、個人資源、心理福祉、及表現之間的因果關係，要更深入了解其中 的機制可能需要更長時間才能釐清之間的互動，因此建議未來可以進行縱貫 式的研究，以進一步釐清工作特徵、個人資源對心理福祉及表現的關係。
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