本研究探討由Spence & Robbins (1992)所發展之工作狂量表(WorkBAT)的心理計量特質與複核效化之程度。有鑑於過去研究大多無法支持WorkBAT三因子模式之構念效度，因此本研究使用經McMillan (2002) 修改後的兩構面（工作樂趣，趨力）模型為理論模型。為檢驗理論模型的穩定度，將整體樣本（N=841）隨機切割成測定樣本（N=421）與效度樣本（N=420），進行信度、效度分析及複核效化分析。分析結果顯示：（1）在內部一致性方面，除效度樣本中的「趨力」構面外，在兩樣本中之兩構面的信度係數皆高於.70；（2）在效標關聯效度方面，工作樂趣與三類效標(工作滿意、工作投入以及情緒耗竭)皆有顯著的相關；而趨力與三類效標（工作滿意、工作投入以及每週工作時數）則均有顯著的正相關；（3）在複核效化方面，於溫和複核效化策略下，二樣本間的理論模型具有穩定度。因此，本研究並根據效標關聯度效度與複核效化的分析結果，來討論管理實務意涵。

This study is aimed to investigate the psychometric properties and a test of cross-validation of Spence & Robbins (1992) Workaholism Battery (WorkBAT). Because past studies failed to support the three-factor structure of the WorkBAT, a shortened two-factor model (enjoyment of work, driven) by McMillan (2002) was chosen. Using a random split, the sample (N=841) was divided into a calibration sample (N=421) and a validation sample (N=420). Results of internal consistency analyses indicate that except the “driven” dimension in validity sample, the reliability coefficients of the two dimensions in these two samples are higher than .70. Criterion related validity was supported as “enjoyment of work” related significantly to all the three criteria (work satisfaction, work involvement, exhaustion) and “driven” was positively related to all three criteria (work satisfaction, work involvement, hours worked per week). The results of cross-validation suggest that the two-factor model were supported in both samples only under the moderate replication strategy. On the basis of the study’s findings, theoretical and practical implications are discussed.

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