根據瑞士洛桑國際管理學院(International Institute for Management Development, IMD) 2011年發布最新的「世界競爭力報告」，59個國家，我國整體排行第6名，較去年的第8名躍升2名。而此評估主要以「經濟表現」、「政府效能」、「企業效能」，以及「基礎設施」等四大面向作為評比項目，其中「企業效能」位居第三名，顯示對於已開發國家工作者而言，必須付出更多的時間及心力於其工作上，過去不論學術或企業，對於工作狂所帶來的影響究竟是契機或是危機持有很多不同的看法。本研究將工作狂行為視為這個時代一種普遍不可避免的現象，尤其是對企業而言最重要且貢獻大的管理者來說，既無法避免，組織該如何透過提升員工工作時的滿意，進而讓員工發揮正面的能量，真正的感到幸福，願意為組織犧牲奉獻是現代企業重要的課題。
本研究採問卷調查方式蒐集樣本，共抽取219位樣本，且樣本並不局限於特定產業，主要針對企業組織賦予承諾之企業主管為研究對象來探討其工作狂傾向對幸福感的影響，並進一步探討工作滿意之中介效果。經過迴歸分析的結果發現，工作狂能正向預測工作滿意，而工作滿意也能預測出組織管理者之幸福感；且工作滿意在工作狂與幸福感間具有部分的中介效果。最後本研究根據研究結果，進一步說明對實務的管理意涵、研究限制及未來研究方向。

According to IMD (International Institute for Management Development) business school, Switzerland was released the latest "Global Competitiveness Report ". In 59 countries, Taiwan was the overall ranking of 6th, and 8th, moreover, last year Taiwan was jumping in 2.
The key to this assessment is "economic performance" ,"government efficiency", "business performance", and "infrastructure". As the rating for the four major projects, "business performance" ranked third. It indicate that the developed countries’ worker must pay more time and effort in their work.
In the past academic or corporate experience, the view of workaholic was always changing, is it the impact of the crisis or an opportunity to hold many different views.
In this study, the workaholic behavior is inevitable in this era as a widespread phenomenon, especially for businesses; the most important and great contribution to managers is that they can not avoid that how to organize the employees through and improved work satisfaction, to make staff stay in a positive attitude, being happy, and willing to sacrifice themselves for the organization is the important issue for modern enterprises .
This study used survey methods to collected 219 samples, and the sample is not limited to specific industries, mainly are from organization of business executives who give promise for the study to explore their workaholic tendencies of Well-being, and further Mediating effect of job satisfaction. Regression analysis found that workaholics can positively predict job satisfaction, and job satisfaction and organizational managers can predict the well-being; and workaholic job satisfaction and happiness in a part of intermediary between the effect.
Finally, according to the study findings, it implicates the direction for practice management, research limitations and future research directions.

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