本研究主要探討賦權下員工之心理狀態，包含員工對於工作目標之意義、員工於執行工作時之能力、自我決定、影響力之認知等。由於員工對賦權之認知會影響其對工作的態度，進而產生工作幸福感，而這些認知又會受到個人特質的影響。故本研究藉由個人特質之內外控傾向及心理賦權認知之交互作用，影響工作幸福感受為主軸進行討論。 研究問卷透過網路及紙本發放，回收有效問卷數為191份，研究結果顯示，其中心理賦權的三個構面，包含工作意義、自我決定和影響力對工作幸福感存在直接且正面的影響性，當員工感受工作目標與其價值觀一致，並有足夠的權力決 定工作的執行，且認知到個人努力將對組織有具體的影響性，其工作幸福感則越高。除此之外，人格特質偏內控傾向之員工對工作價值越認同，亦會增加員工之工作幸福感。 本研究樣本蒐集工作三年以上的工作者而成，建議未來可進一步針對特定產業或工作者為研究對象，以利於心理賦權的管理有更針對性的應用。 ;The main purpose of this research is to explore the employees’ psychological states after they were empowered. These psychological states include employees’ cognitions of meanings of their jobs, their competence, self-determination and impact on their jobs. Employees’ perception of empowerment will influence work attitude and then generate work well-being. In the meantime, different personality traits will also be influential. Therefore the subject of this study is to find out the relationships among the interaction between locus of control and psychological empowerment with work well-being. This research collects questionnaires through the internet and paper distribution, and recycles 191 effective questionnaires. Results of this study showed that employees’ cognitions of meaning, self-determination and impact have positive effects on work well-being. The higher degree of empowerment employees perceive, the higher degree of work well-being they achieve. In addition, the locus of control significantly strengthens the relationship between cognitions of job meaning and work well-being. This study adopts samples from employees with more than three-year work experiences. For future studies on the related topic, we suggest that they can stress on specific industry or job position for further applications.