世代差異的管理議題近年來受到國內外研究者的關切重視，然而在目前現有的研究中，以不同世代公務人員的工作壓力為研究主題的卻甚為稀少。因此，本研究的目的，即在於探索世代因素是否會形成我國不同世代公務人員工作壓力的明顯差異。本研究主要是以文獻檢閱法和問卷調查法，研究對象則是任職考試院暨所屬部會機關的公務人員。 研究結果發現，在工作壓力源方面，舊世代受訪者整體工作壓力源的感受程度明顯低於其他世代；新世代受訪者的角色模糊程度明顯高於其他世代；舊世代受訪者工作與家庭方面的衝突程度則明顯低於其他世代。 在工作壓力反應部分，舊世代受訪者整體的壓力反應明顯低於其他世代；新世代受訪者的自我效能感明顯低於舊世代；舊世代受訪者的疲勞躁鬱反應明顯低於其他世代。 最後，本研究則針對研究結果提出討論，在理論方面，後續應有更多相關研究的探討，以便對此議題有更完整深入的了解。在實務部分，則應提出各類型適當的策略機制，才能有效紓解不同世代公務人員的工作壓力。

In recent years, more and more researchers have paid attention to the issue of generational difference. The main purpose of this study is to examine whether there is a phenomenon of generational difference in the work stress of civil servants. In other words, is there any significant difference in the stressors and the stress responses of civil servants of different generations? In this study, the used research methods are literature review and questionnaire survey. The sample of the target group is the civil servants working in the Examination Yuan. The results show that, on the part of the stressors, the old-generation respondents' degree of global stressors is significantly lower; the new-generation respondents' degree of role ambiguity is significantly higher; the old-generation respondents' degree of work-family conflict is significantly lower: On the part of the stress responses, the old-generation respondents' degree of global stress responses is significantly lower; the new-generation respondents' degree of self-effectiveness is significantly lower than the old-generation's; the old-generation respondents' degree of fatigue and bipolar disorder is significantly lower. In the end of this paper, the author proposes some strategies of stress management and provides several directions of thinking as suggestions for further study.