本研究主要欲探討高科技產業與傳統產業上班族從事之休閒活動之型態與工作壓力對於組織績效、員工幸福感與組織認同之間的關係。上班族的工作壓力來自上司、同事之間的人際關係、家庭層面等等，工作壓力可能對上班族個人的身心靈健康有影響，甚至可能會降低組織的整體績效、員工流動率增加。
上班族如何選擇最合適的放鬆方式，幫助自己做最有效的壓力釋放？而喜好從事靜態休閒或動態休閒，對於工作壓力和組織績效等方面會有什麼樣的影響？
基於上述的研究動機，本研究目的歸納如下：
1、從事動態休閒活動與靜態休閒活動對於工作壓力、組織績效、員工幸福感與組織認同是否存有關聯性?
2、工作壓力對於組織績效、員工幸福感、組織認同與是否有相關性?
本研究採問卷調查法，共發出198份，回收有效問卷156份，有效問卷回收率78.8%。所得資料以樣本結構分析、因素分析、信度分析、回歸分析及單因子變異數分析等方法進行檢驗。經由實證結果發現：
1、從事靜態與動態休閒活動的工作負荷壓力對於「組織績效」有顯著的負向關係。
2、從事靜態休閒活動的人際關係對於「員工幸福感」有顯著的正向關係。
3、從事靜態休閒活動的受上司賞識對於「組織績效」、「員工幸福感」有顯著的正向關係。
4、從事動態休閒活動的工作負荷壓力對於「組織績效」、「員工幸福感」有顯著的負向關係。
5、從事動態休閒活動的工作負荷壓力對於「組織認同」有顯著的負向關係。
6、動態休閒之上班族相較於靜態休閒之上班族會有較高的工作負荷壓力。
7、動態休閒之上班族相較於靜態休閒之上班族會有較高的工作與家庭平衡壓力。
研究結果僅供企業及後續研究者參考，希望藉此讓企業重視員工休閒行為及鼓勵員工參與休閒活動，以紓解壓力避免職業倦怠，增加組織績效與提升員工幸福感受。

The purpose of this research is to study the relationship of leisure activities, work stress, organization performance, employee well-being and organization identification for high-tech and traditional industries office workers. Because of superior inspection, interpersonal relationships among co-workers and families, worker would become stressful emotion which would affect an office worker’s body, mind and soul. Moreover, previous research indicated worker stress would negatively affect organization performance and even increase the turnover rate.
Although previous research considers leisure could release stress, they seldom use leisure category to study which category leisure is most effectively release stress. We adopt two types of leisure (active leisure, passive leisure) to study their relationship with work stress, organization performance, employee well-being and organization identification.Based on the above-mentioned motivation, the purpose of this study is summarized as follows:
1.Is there any correlation between passive or active leisure activities and work stress, organization performance, employee well-being and organization identification?
2.Does work stress have any bearing on organization performance, employee well-being and organization identification?
The study was conducted by way of questionnaires. A total of 198 questionnaires were sent out, of which 156 copies were retrieved and found valid. The usable response rate was 78.8%. The returned questionnaires were analyzed by means of reliability analysis, correlation analysis, regression analysis, and single-factor variance analysis. We found that ：
1.The work stress of people engaged in either passive or active leisure has negative relationship with organization performance.
2.The interpersonal relationship of people engaged in passive leisure has positive relationship with employee well-being.
3.The superior’s affirmation of the passive leisure undertaken by an employee has significant positive relationship with organizational performance and his well-being.
4.The stress of people engaged in active leisure has significant negative relationship with organizational performance and their well-being.
5.The stress of people engaged in active leisure has significant negative relationship with organization identification.
6.The stress of office workers engaged in active leisure is higher than that of the workers engaged in passive leisure.
7.Workers engaged in active leisure experience higher pressure to maintain a balance between work and family than workers engaged in passive leisure.
The findings of this study only serve as a reference for industries and subsequent researchers. We hope this study will bring the importance of employees’leisure behavior to the attention of the employers. Superviors should encourage employees to take part in leisure activities to alleviate work stress to avoid a burnout, enhance organization performance and lift employee well-being.

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