過重的職場壓力除了可能對工作者身心健康產生負向影響，還可能導致企業「生產力減損」的後果。為量化上述現象，國際間近來發展「減效出席」(presenteeism)新概念，以測量身心負荷過重，卻不得不勉強出勤的情況。國外研究發現員工的減效出席會影響企業生產力，企業為其付出的成本甚至高於員工請病假的損失，但目前國內此議題相關研究仍然少見。本研究2012年藉由全國性職場受僱者電話訪問抽樣調查徵得2,029位樣本，問卷中參考世界衛生組織健康與工作表現量表，經國內專家會議討論結果將其改編為測量「壓力下對工作行為可能造成的影響」，包括工作時分心/注意力不集中、發生錯誤需要重做，和情緒變化對職場人際相處衝擊三個面向，再進行信效度驗證。 本調查呈現了減效出席現象的盛行狀況，以及其和身心健康指標的關連，發現減效出席和疲勞與憂鬱感受有明顯的正相關，且工時較長、工時採責任制、工作常要學習新事物、感到工作和家庭生活失衡者，減效出席的狀況較明顯，在控制人口學變項後上述現象仍存在，且這些因素和職場疲勞的影響因子輪廓相當接近。本研究結果對於臺灣工作者的壓力調適狀況與企業壓力管理協助的需求性提供基線資料，提供職場健康政策資源配置的參考。另減效出席的概念凸顯了工作壓力對於外顯行為表現的影響，強化企業投入員工壓力管理的理論與實務依據。

Heavy workload may not only cause negative effects on workers’ physical and mental health, but also may lead to productivity loss due to regressive work performance. In order to quantify the above-mentioned phenomena, “presenteeism” has recently become a subject of interest in international academic community and it refers to workers’ behavior which involves showing up in the workplace and reluctant for work even when bearing excessive physical and mental overload. International research have indicated that presenteeism will cause a huge potential loss of productivity, and such cost would be far more than workers’ absenteeism and medical expenditure; however, study on proper measurement tool and empirical examination about work stress related presenteeism has been few. By conducting a nationally sampling telephone survey in 2012, data from a total of 2,029 respondents were collected, and we had modified items related to worker behaviors under excessive work stress mainly from the WHO Health and Work Performance Questionnaire (HPQ) in collaboration with productive expert discussions. The final measurement items of presenteeism included distraction from work, making errors to be rework, and negative emotional interpersonal interactions. It was found that presenteeism was significantly positively correlated with workplace burnout and mental disturbance as well as long work hours, exempt work, responsibility to learn new things frequently, and work-family conflicts. Such result was the same after multi-regression model was used to control demographic and work variables, and the correlation pattern was similar with work-related burnout. The results of this study provide baseline data for personal adaptation to work stress among Taiwanese workers and organizational stress management assistance for better allocation of occupational health policy resources. Additionally, the emerging research agenda of presenteeism emphasizes the effects of work stress on workers’ extrinsic behavior and empirical evidence has important implications for organizational theory and practice.