本研究探討長工時契合度對工作過勞的影響機制，特別關注工作激情的中介作用與知覺組織支持的調節作用。儘管過去研究指出工時契合度影響員工對組織的認知與離職意圖，但其如何透過工作激情影響工作過勞仍缺乏充分探討。本研究基於個人-環境契合理論與雙重工作激情模型，探討在長工時脈絡下，個體對工時狀態的主觀知覺如何轉化為不同性質的工作激情，進而影響身心適應結果。
本研究採問卷調查法，以時間隔離法（time-lagged）分兩階段蒐集來自不同行業之長工時正職受雇者數據。在篩選每週實際工作時數大於 40 小時之樣本後，最終獲得有效問卷 176 份。資料分析運用統計軟體 SPSS 26.0 進行回歸與中介效果檢定，並使用 JASP 0.19 進行驗證性因素分析以確立構念之區辨效度。 研究結果顯示：第一，長工時契合度顯著正向預測和諧型激情，同時亦正向預測強迫型激情，代表了高度契合可能因身分認同或工具性動機而誘發受控驅力。第二，和諧型激情能顯著降低工作過勞，並在長工時契合度與工作過勞間發揮完全中介作用；然而，強迫型激情對工作過勞的預測力不顯著。第三，知覺組織支持之調節效果未達顯著，表示工時契合可能本身即被員工視為一種組織支持的形式。
本研究在理論上深化了雙重工作激情模型與契合理論的整合 ，證實「契合」需轉化為「自主熱忱」才能緩解過勞。實務上建議企業管理應從單純的「工時管控」轉向提升「工時契合度」，透過創造支持性環境促進和諧型激情的發展。

This study examines how long working hours fit influences job burnout through work passion, with perceived organizational support (POS) as a moderator. Based on Person-Environment Fit Theory and the Dualistic Model of Passion, it explores how subjective perceptions of working hours translate into harmonious passion (HP) and obsessive passion (OP) to impact psychological adaptation.
A two-stage time-lagged survey was conducted with 176 full-time employees working over 40 hours weekly. JASP 0.19 and SPSS PROCESS Macro were utilized for Confirmatory Factor Analysis, mediation, and moderation testing.
Results indicate long working hours fit positively predicts both HP and OP. Notably, HP significantly reduces burnout and acts as a full mediator, while OP’s effect remains non-significant. POS moderation was also non-significant, suggesting fit itself serves as organizational support. Supplementary analyses reveal fit enhances performance through HP but exacerbates work-family conflict through OP.
Theoretically, this study demonstrates that "fit" must be internalized as "autonomous enthusiasm" to alleviate burnout. Practically, organizations should shift from rigid "working hours control" to enhancing "working hours fit" to foster harmonious passion and address psychological health challenges.

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