本研究試圖從「資源保存理論」與「社會交換理論」觀點，來探討僕人領導與幸
福感之間的關係，並進一步探討員工感恩與工作壓力的中介效果。透過問卷調查
法針對台灣的連鎖服務業的 500 位第一線工作人員進行研究，採取便利抽樣，發
出問卷 500 份，回收 275 份，有效問題 264 份，回收率為 52.8%。回收資料透過
SPSS 軟體，以描述性統計、因素分析、相關分析及迴歸分析等方法進行統計，
研究結果歸納如下：(1)僕人式領導會正向顯著影響幸福感，員工感恩及工作壓
力。(2)員工感恩會正向顯著影響幸福感。(3)工作壓力對幸福感會有負向顯著影
響。(4)僕人式領導會透過員工感恩的中介效果進而影響幸福感。(5)僕人式領導
會透過工作壓力的中介效果進而影響幸福感。最後，根據上述研究結果，對未來
研究方向提出具體建議供參考。

The study explored the relationships among servant leadership, employee
gratitude, work stress, and well- being. Based on the viewpoint of 「conservation of
resources theory」(COR) and 「social exchange theory」(SET), we hypothesized that
front-line employee perceived of servant leadership will predict well-being, and will
further predict well-being through the mediating process of employee gratitude and
work stress. The study applied convenience sampling. 500 questionnaires were
distributed to the front-line employee in service industry of Chain store, with the
return of 275 questionnaires, which includes 264 valid questionnaires (52.8%). The
research was analyzed by SPSS, which includes descriptive statistics, factor analysis,
correlation and regression. The results are summarized as follows：(1) Servant
leadership has a significantly positively influences well-being, employee gratitude,
and work stress. (2) Employee gratitude has a significantly positively influences
well-being. (3) Work stress has a significantly negatively influences well-being. (4)
Employee gratitude support positively, significantly and partially mediates the
relationship between servant leadership and well-being. (5) Work stress support
positively, significantly and partially mediates the relationship between servant
leadership and well-being. Based on the above findings, the study provides some
recommendations for further studies.