消防人員工作的範圍極為廣泛,但在相關法令規訂「預防火災、搶救災害及緊急救護」為消防工作的三大任務後,使其工作職務較為固定。由於各項災難發生的複雜化、頻率增高、案件增加,這些都是加重了消防人員的工作量以及工作壓力的來源。由於消防人員每日的工作所面對的都是潛在的危險性,這造成消防人員心理上的壓力勢必極為龐大;也因為其工作性質的特殊性,使其工作壓力相較於其他行業是高出許多。因此,本研究目的在於探討消防人員對於工作壓力之感受,以及其對於離職傾向和工作滿意度之看法;並加入個人情緒調節作為干擾變數,以探討消防人員是否會因為情緒上的調整而改變對離職傾向和工作滿意度的看法。 本研究結合了工作壓力、離職傾向、工作滿意度以及情緒調節等變項,以整合出適合之研究模型。並針對台灣北中南三地區之消防人員進行問卷調查,共回收455份有效問卷;在分析方法上則是使用階層回歸分析和干擾效果分析,以驗證研究假設。分析結果發現,消防人員的工作壓力與其離職傾向呈現正向關係,也就是工作壓力越大時與其離職傾向就會越高;而消防人員的工作壓力與工作滿意度則係呈現負向關係,也就是工作壓力越大時與其工作滿意度就會越低。同時也驗證了個人情緒調節會在兩者間造成影響。 本研究亦發現,對消防人員來說除了工作職務上帶來的壓力外,其家庭生活的失衡也是會造成其壓力的來源之一。因此本研究建議政府單位或是管理者除了注意個人的工作壓力負荷外,應也要多直視其因工作而帶給生活的不便利性。而建議後續研究者可以多嘗試不同變數,例如主管領導風格、知覺組織支持或式組織承諾等變數加以衡量其離職傾向或是工作滿意度。
Because of the peculiarities of the firefighters’ profession, their work stress might originate from different sources than those of other occupations. Also, the emergency tasks they face usually come with potential dangers so it’s full of pressure in their long working time for them. This study investigates the work stress perceived by firefighters the relationships among work stress, turnover intention and job satisfaction of firefighters. Individual emotion was the interfering variable to research the influences of firefighters’ emotion to their turnover intention and job satisfaction. Firefighters from northern, central and southern Taiwan were surveyed by questionnaires and 455 valid ones are collected, analyzed by the statistical techniques including regression analysis and moderating analysis. The results of the study indicate that work stress of firefighters had positive relation with their turnover intention but negative relation with their job satisfaction which means higher work stress results in higher turnover intention but lower job satisfaction. Furthermore, Individual emotion influenced the relationship between turnover intention and job satisfaction. This study still found out that imbalance of family life was also one source of firefighters’ stress. We suggest that Government and managers should focus not only on firefighters’ work stress but also the inconvenience from their work. Future researchers can use other variables like leadership styles, perceived organizational support or organizational commitment to measure the influence on turnover intention and job satisfaction.