本研究旨在探討壽險業內勤員工對公司全人健康氣候知覺（Total Worker Health Climate）（含安全氣候、身體健康氣候、福祉氣候三構面），及分析與員工結果變項之關係，並進一步檢驗性別在上述關係中是否扮演調節角色。
本研究採橫斷式問卷調查法，以台灣M壽險公司內勤員工為對象，共收集159位有效樣本，並以獨立樣本t檢定與階層迴歸分析進行檢驗。研究結果顯示：(1) 員工之全人健康氣候知覺三構面無性別差異。(2) 安全氣候知覺與身體健康氣候知覺與安全行為有正向關係、福祉氣候知覺與工作滿意度有正向關係、惟全人健康氣候知覺的三個向度與睡眠品質皆無顯著關係。(3) 在性別調節效果上，性別調節全人健康氣候知覺與安全行為的正向關係，安全氣候知覺與安全行為的正向關係僅存在男性員工；而身體健康氣候知覺與安全行為的正向關係僅存在女性員工。整體來說，雖然兩性對公司的全人健康氣候知覺並無差異，但其轉化為具體行為結果的作用方式非一體適用。研究建議企業在推動健康職場時，應考量此性別調節效果，例如：對男性員工強化安全規範承諾，對女性員工則應加強身體健康的實質關懷，以更精準地提升員工福祉與組織效能。

This study aims to examine the relationship between Total Worker Health (TWH) Climate perceptions (safety climate, physical health climate, and well-being climate) and employee outcomes (safety behavior, sleep quality, and job satisfaction). I n addition, the study investigates whether gender differences exist in TWH climate perceptions and explores the potential moderating role of gender in the relationships between TWH climate perceptions and these employee outcome variables.
A cross-sectional questionnaire survey was administered to back-office employees of M Life Insurance Company in Taiwan, yielding 159 valid responses. Results from independent-samples t-tests and hierarchical multiple regression analyses indicated no significant gender differences in employees’ perceptions of the three TWH climate dimensions. Safety climate and physical health climate were both positively associated with safety behavior, whereas well-being climate was positively associated with job satisfaction. However, none of the three dimensions had a significant relationship with sleep quality.
Finally, gender moderated the positive relationships between TWH climate and safety behavior. Specifically, the positive association between safety climate and safety behavior was significant only for male employees, whereas the positive association between physical health climate and safety behavior emerged only for female employees.
The findings suggest that organizations should consider gender-specific effects when promoting a healthy workplace. For example, companies may benefit from reinforcing safety-related initiatives for male employees and strengthening tangible physical health support for female employees, thereby enhancing employee well-being and improving overall organizational effectiveness.

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