活力（vigor）是員工工作經驗中獨特的一個面向，反映的是員工主觀知覺到具有豐沛的能量水平。與之相對，耗竭（exhaustion）反映的則是一種缺乏能量、無法驅動行為的主觀經驗。過去針對活力與耗竭感受，主要根據JD-R理論，探討工作要求和工作資源（如工作自主性和主管支持）的影響，較少探討個人資源的效果。基於活力和耗竭在反應主觀能量水平的本質，本研究欲針對睡眠品質這項個人資源進行探討。同時，本研究並預期睡眠品質的效果，會受到工作壓力之挑戰-阻礙型評估的中介，和內外控信念之調節。
本研究採日記法之研究設計，招募156位受雇於台灣地區的白班全職工作者參與。在施測進行的10個工作天當中，受試者每天共填寫兩次問卷，其中上午問卷測量其在前一晚的睡眠品質，下午（工作結束後）問卷測量其在工作期間對於工作壓力的挑戰-阻礙型評估，以及填答當下的活力與耗竭感受。經上下午問卷之配對，保留配對成功天數大於或等於7天的參與者資料，共有來自107位參與者的994筆資料進入分析。基於資料的巢套結構，以多層次線性模型（HLM/MLM）和多層次結構方程模型（MSEM）進行分析。
結果顯示，參與者在工作日開始時回報的睡眠品質，確實能夠正向預測工作日結束後的活力感受，以及負向預測耗竭感受，且此效果受到工作期間壓力的挑戰-阻礙型評估之中介。此結果呼應了過去的研究發現—即能量相關的主觀知覺和睡眠之間的密切關係。另一方面，也展示出睡眠品質作為一種個人資源對於認知評估和活力與耗竭感受的影響，藉此回應了這方面研究較少探討個人資源的缺口，並透過認知評估的引進豐富了JD-R模型的內涵，也指出一個藉由改善睡眠品質來增益員工能量的途徑。最後，本研究也發現，睡眠品質在高內控信念的員工群體較能夠有效促進挑戰型評估、而在高外控信念的群體更能夠降低阻礙型評估，並進而影響其活力與耗竭感受，形成調節式中介之模型。此項發現顯示睡眠品質的影響途徑可能因個人的內外控信念高低而有別。

Previous research mainly draws on the JD-R Model and examined work-related factors as antecedents of employee vigor and exhaustion, while little attention is paid to personal factors like sleep. This study employed a daily diary design to examine the effect of sleep quality on employee vigor and exhaustion, while testing the mediating role of stress appraisal and the moderating effect of Locus of Control.
A hundred and fifty-six employees with full-time jobs are recruited. During ten working days, participants are asked to provide two diary entries per day, with a morning entry measuring sleep quality, and an evening entry measuring appraisal of stressors during work and vigor and exhaustion at the time of entry. Data from participants who have completed seven or more days of entries are retained, resulting in 994 entries from 107 participants in the final sample.
Multilevel modeling indicates that employee vigor and exhaustion at the end of the day is indeed predicted by sleep quality from the previous night, and that these effects are mediated by challenge-hindrance appraisal of stressors. In addition, control beliefs play a moderating role, such that sleep quality promotes challenge appraisal more strongly in employees with higher internal locus of control, and inhibits hindrance appraisal more strongly in employees with higher external locus of control, which in turn affects vigor and exhaustion. Findings not only add to the JD-R literature, but also have implications for promoting employee well-being.

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