在當代高壓與快速變動的職場環境中，職業倦怠日益成為企業無法忽視的心理健康議題。本研究旨在探討知覺組織支持對職業倦怠的影響機制，並進一步驗證自我憐憫與心理韌性所構成的內在心理資源是否在其中扮演關鍵中介角色。研究以台灣地區的全職從業人員為樣本，透過問卷調查法蒐集資料，共取得350份有效問卷，並採用結構方程模型（SEM）進行實證分析。
研究結果顯示，知覺組織支持可顯著減緩員工的職業倦怠，自我憐憫對心理韌性具正向作用，而心理韌性亦進一步降低倦怠感。更重要的是，知覺組織支持可透過提升員工的自我憐憫與心理韌性，間接減少職業倦怠，形成序列中介歷程。整體結果呼應資源保存理論與工作需求–資源模型的核心觀點，並凸顯個體心理資源在組織支持作用下的正向轉化歷程。
本研究不僅補充了組織行為與職場心理健康領域之實證基礎，也提供企業在預防倦怠、強化員工復原力與心理支持制度設計上的具體參考。

In today's fast-paced and high-pressure work environments, job burnout has become a growing concern for both organizations and employees. This study aims to explore the mechanism through which perceived organizational support influences job burnout, with particular attention to the sequential mediating roles of self-compassion and resilience—two essential internal resources that help employees navigate workplace stress.
Using data collected from 350 full-time employees in Taiwan, Structural Equation Modeling (SEM) was applied to test the proposed research model. The results reveal that perceived organizational support significantly reduces job burnout, both directly and indirectly. Specifically, employees who perceive higher organizational support are more likely to develop greater self-compassion, which in turn fosters higher psychological resilience and subsequently lowers burnout levels.
These findings provide empirical support for the Conservation of Resources Theory and the Job Demands–Resources Model, underscoring the importance of integrating organizational support systems with strategies that cultivate individual psychological strengths. Beyond academic implications, this study offers practical insights for organizations seeking to build healthier, more sustainable workplaces by addressing burnout at both systemic and personal levels.

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