本研究主要以員工的壓力評估觀點探討壓力源對工作忽略與尋求回饋行為之影響，將壓力認知評估作為中介變項且分為威脅認知與挑戰認知，並以主管支持作為壓力源與壓力評估之間的調節變項。本研究採用問卷調查法進行，以便利抽樣方式針對企業組織員工，以及公部門職員作為調查對象，為期一週連續五個工作日為填答模式，總計發放625份問卷，回收610份問卷，填答人數125人。
　　研究結果顯示，阻礙型壓力源對威脅認知評估有正向影響，威脅認知評估對工作忽略行為也具正向影響，且威脅認知評估對於阻礙型壓力源與工作忽略行為具有部分中介效果；而研究也發現，主管支持既無法弱化工作壓力與威脅認知評估關係，也無法強化工作壓力與挑戰認知評估之間的關係。

The study investigates the effects of the work stressors on job neglect and feedback seeking behavior, and the mediating process of threat and challenge stress appraisals on the above relationships. Meanwhile, the moderating roles of supervisor support on the relationships between stressors and stress appraisals are also included in the present study. The research sample was collected from 125 full-time employees from private companies and government sectors through questionnaires within five working days in a week for each respondent. There are 610 valid cases were collected for further investigation.
The result shows that: (1) Hindrance stressors have a positive impact on threat appraisals, and threat appraisals have a positive impact on job neglect.
(2) Threat appraisals have partly mediated the relationship between hindrance stressors and job neglect. (3) Supervisor support couldn’t moderate the relationship either of hindrance stressors and threat stress appraisal or challenge stressors and challenge stress appraisal.
Based on the above findings, the present study offers some academic and managerial suggestions for future research and practical fields.

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