[[alternative]]The Relative Study of Taiwan Aborigines Employees Adversity Quotient, Job Stress, Work Values, Job Satisfaction, and Turnover Intention

[[abstract]] 近年來台灣就業市場中，在每個企業組織當中多少都會出現台灣原住民與非原住民員工在就業市場中所提供的待遇與福利有所差異的現象存在(郭俊巖、吳惠如、賴秦瑩、王德睦，民102)。尤其是原住民族群員工在就業環境的弱勢地位，在國內已是多年來社會所關注的議題，過去在探討原住民的就業困境時，常以組織認同、族群認知、因應策略等研究構面針對工作壓力、工作投入、工作價值觀與工作滿足等構面進行探討，鮮少以逆境商數針對其工作相關的構面作為探討核心。 因此，本研究主要目的以探討在台灣地區於工作職場上就業的台灣原住民員工(Taiwanese Aborigines Employees)在就業環境中所面臨的情況，希望透過逆境商數與工作價值觀為中介變項，分析工作壓力與離職意圖之間的影響。本研究以問卷調查方法，發放台灣地區共700份問卷，有效問卷630份，有效回收率達90%。並運用SPSS 18統計分析軟體進行研究分析。研究顯示結果(一)工作壓力對逆境商數具有正向相關；(二)逆境商數對離職意圖具有正向相關；(三)工作壓力對工作滿足具有正向相關；(四)工作滿足對離職意圖呈現負相關；(五)工作壓力對工作價值觀具有正向相關；(六)工作價值觀對離職意圖具有正向相關；(七)逆境商數對工作壓力、離職意圖具有中介效果；(八)工作價值觀對工作壓力、離職意圖具有部分中介效果；(九)工作滿足對工作壓力、離職意圖具有部分中介效果。 本研究可以提供企業組織藉由逆境商數(AQ)與工作壓力、工作價值觀與離職意圖研究的測量出台灣原住民員工忍受逆境的表現，並且亦衡量企業組織在聘用原住民身份的員工掌控危機的能力，以作為未來企業組織對於任用原住民人才之參考具有重要貢獻。[[abstract]] In the recent years, it is a common phenomenon in Taiwan that the indigenous and non-indigenous employees receive unequal salaries and benefits (Kou et al., 2013). The disadvantaged position of indigenous employees in the workplace has been an issue concerned by the society. Most past studies on the indigenous employment difficulties focus on the dimensions of job stress, work involvement, work values, and work satisfaction, from the perspectives on organizational identity, ethic awareness, and adaptive strategy. The adversity quotient was rarely used to study the work-related dimension. Therefore, this research aims to explore the situations the indigenous employees encounter in their work places, in order to analyze the impact between job stress and resignation intention through the adversity quotient and work values, as intervening variables. This study conducted a questionnaire survey and distributed 700 questionnaires. A total of 630 effective questionnaires were retrieved, with an effective response rate was 90%. The statistical analysis software SPSS 18 was used to analyze the data, and the results are as follows: (1) job stress has a positive correlation on adversity quotient; (2) adversity quotient has a positive correlation on turnover intention; (3) job stress has a positive correlation on work satisfaction; (4) work satisfaction has a positive correlation on turnover intention; (5) job stress has a positive correlation on work values; (6) work values has a positive correlation on turnover intention; (7) adversity quotient has an intermediary effect on job stress and turnover intention; (8) work values has part mediation effect between job stress and turnover intention.; (9) work satisfaction has part mediation effect between job stress and turnover intention. The research provides business organizations with the measurement on indigenous employees’ performance in facing adversity and ability in crisis control using the measurement of adversity quotient (AQ) on job stress, work values, and resignation intention. The findings can serve as a reference for hiring indigenous employees