全球金融海嘯之後，台灣企業也面臨了前所未見的困境，面對逆境的能力與抗壓性逐漸受到重視，企業主紛紛設法提升員工面對壓力的能力，以期在競爭激烈的產業環境中強化組織的競爭優勢。本研究以台灣上班族群做為研究對象，以便利抽樣發出1000 份問卷，回收307 份，有效回收率為30.7%，利用變異數分析以及結構方程模式進行分析，旨在探討不同性別角色上班族群之人格特質、逆境商數與工作壓力對工作績效的影響效果，希冀能夠提供企業主選才育才的方向，創造企業的競爭力。 本研究驗證結果顯示理論模型可獲得支持，進而分析各構念間的影響關係結果如下：(1) 不同的性別角色的人格特質存在顯著的差異；(2) 不同的性別角色的逆境商數存在顯著的差異；(3)不同的性別角色的工作壓力存在顯著的差異；(4)不同的性別角色的工作績效存在顯著的差異；(5)人格特質對逆境商數有顯著正向影響；(6)逆境商數對工作壓力沒有顯著負向影響；(7) 人格特質對工作績效有顯著正向影響；(8)逆境商數對工作績效有顯著正向影響；(9)工作壓力對工作績效有顯著負向影響；(10)逆境商數對於人格特質與工作績效具有中介效果。 After the global financial crisis, Taiwanese enterprises also encounter difficulties that they have never met before and the capability of dealing with adversity and resisting pressure is gradually being valued. Entrepreneurs respectively try to better the employees' ability to handle pressure, hoping to intensify the organization's competing advantages among the competitive industrial environment. This study take the office workers in Taiwan as research objects in order to distribute 1000 questionnaires, 307 of which are retrieved and the valid ratio is 30.7%. This study applies Analysis of Variance and SEM to conduct analysis with a purpose to discuss the differences. This study mainly discusses about the interrelationship between personality trait, adversity quotient, work stress and work performance among different gender roles. This study hopes to provide entrepreneurs a direction of recruiting and training their employees and to create the enterprise's competitive power. The result of the research verifies that the theoretical model has its support and further analyze the influences and interactions between every aspects: (1) different gender roles have significant differences on personality traits; (2) different gender roles have significant differences on adversity quotient; (3) different gender roles have significant differences on work stress; (4) different gender roles have significant differences on work performance; (5) personality trait has a positive influence on adversity quotient; (6) adversity quotient does not has a negative influence on work stress; (7) personality trait has a positive influence on work performance; (8) adversity quotient has a positive influence on work performance; (9) work stress has a negative influence on work performance; (10) personality trait has a significant influence on work performances via adversity quotient.
