本研究基於角色壓力文獻，探究角色壓力對員工工作績效之影響，並分成兩個實證研究。研究一以工作要求─資源模式及資源保存理論，探討角色壓力源(角色衝突、角色模糊及角色負荷)與員工偏差行為(人際偏差及組織偏差)之關係，以及社會支持(主管支持及同事支持)之調節效果。採問卷調查方式，共蒐集326份來自於七家零售店員工與其直屬主管的有效配對樣本。研究結果顯示:角色衝突與人際偏差行為及組織偏差行為呈正向關係；角色模糊與組織偏差行為呈正向關係；角色模糊對組織偏差行為之關係大於對人際偏差行為之關係；社會支持對角色壓力與員工偏差行為關係間的調節效果不顯著。

研究二以壓力評估模式及資源保存理論，探討角色負荷和壓力評估（挑戰與妨礙評估）、壓力評估和工作績效（任務性績效、組織公民行為及員工偏差行為）之關係，並研究核心自我評價的主效果及調節效果。亦採問卷調查方式，共蒐集282份來自於某家電子公司員工與其直屬主管的有效配對樣本。研究結果發現：角色負荷與妨礙評估呈正向關係；挑戰評估與組織公民行為呈正向關係。核心自我評價與挑戰評估呈正向關係，與妨礙評估呈負向關係；核心自我評價在角色負荷壓力源與壓力評估關係間的調節效果不顯著。

本研究結果有助於管理者了解角色壓力與員工工作績效之關係，以及組織中的社會支持程度或員工個人特質─核心自我評價的影響。

Based on role stress literature, this research investigates the effects of role stressors on job performance in two studies. Study 1 used Job-Demand-Resource model and Conservation of Resources Theory to investigate the relationship between role stressors (role conflict, role ambiguity and role overload) and employee deviant behavior (i.e., interpersonal deviance and organizational deviance) and the moderating effect of social support (supervisor support and coworker support) on the above relationship. Utilizing questionnaire survey, study 1 collected a matched sample of 326 employe-supervisor dyads from 7 retail stores. Results are as follows: First, role conflict was positively related to interpersonal deviance and organizational deviance, role ambiguity was positively related to organizational deviant behavior. Second, role ambiguity was more strongly related to organizational than to interpersonal deviance. Third, social support had no moderating effect on the relationship between role stressors and employee deviance.

Study 2 used Stress Appraisal model and Conservation of Resources Theory to study role overload and stress appraisal (challenge appraisal and threat appraisal) relationships,stress appraisal and job performance (task performance, organizational citizenship behavior and employee deviance behavior) relationships and the main effect and moderating effect of core self-evaluations. Utilizing questionnaire survey, study 2 collected a matched sample of 282 employee-supervisor dyads from one electric manufacturing company. Results are as follows: First, role overload was positively related to threat appraisal. Second, challenge appraisal was positively related to organization citizenship behavior. Third, core self-evaluations was positively related to challenge appraisal and negatively related to threat appraisal; core self-evaluations had no moderating effect on the relationship between role overload and stress appraisal.

This research’s result can help managers to unsterdand the relationship between role stressors and employee job performance and the impact of social support in the organization or employees’ personal traits- core self-evaluations.

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