中文摘要：

本研究旨在探讨挑战性-阻断性两类不同性质的压力源与员工心理和行为的关系，重点探讨一般自我效能感的调节作用。研究采用问卷调查方式，以309名飞行签派员为研究对象，数据分析采用层级回归的分析方法。研究结果发现：（1）阻断性压力与工作满意度呈负相关，与离职倾向呈正相关，而挑战性压力与离职倾向呈负相关，与工作满意度的正相关没有达到显著水平；（2）挑战性一阻断性压力与身心紧张都呈正相关；（3）一般自我效能感调节阻断性压力与身心紧张、工作满意度之间的关系，但对离职倾向的调节作用不显著，即在面临阻断性压力时，自我效能感高的员工，其身心健康水平、工作满意度明显高于自我效能感低的员工，而离职倾向没有明显差异；（4）一般自我效能感调节挑战性压力与工作满意度、离职倾向之问的关系，但对身心紧张的调节作用不显著，即对于自我效能感高的员工，挑战性压力会提升其工作满意度，降低其离职倾向，而对自我效能感低的员工则恰恰相反。

英文摘要：

In stress research area, although some scholars （e. g. , Selye, 1974） suggested that stress could be appraised as “bad” （distress） or “good” （eustress）, most of the studies paid more attention to the negative outcomes of stress. Recently, Cavanaugh and his colleagues （2000） found that some stressors might result in positive outcomes, and perceived stressors could be differentiated into two types： challenge stressors and hindrance stressors. Based their definitions, challenge stressors refers to “work-related demands or circumstances that, although potentially stressful, have associated potential gains for individuals, including high workload, time pressure, job scope, and high responsibility”, whereas hindrance stressors refers to “work- related demands or circumstances that tend to constrain or interfere with an individual＇s work achievement, and do not tend to be associated with potential gains for the individual, including organizational politics, red tape, role ambiguity, job insecurity” （Cavanaugh et al., 2000）. It has consistently been found that challenge stressors associated positively with desirable outcomes, such as job satisfaction and performance, while hindrance stressors associated negatively with these same outcomes. However, both types of stressors were founded harmful to well-being. The purpose of this study is to extend the previous studies to investigate the moderating effects of general self-efficacy （GSE） among the challenge-hindrance stress process. A self-administered questionnaire survey method was used to collect data from 309 air dispatchers. A series of hierarchical regression analyses were conducted for data analyses. The results consistently showed that （1）hindrance stressors were negatively related to job satisfaction, and positively related to turnover intention, while challenge stressors were negatively related to turnover intention. However, the positive relation between challenge stressors and job satisfaction was not significant;