筆譯工作者的工作型態多為自由譯者，其工作壓力源包括工作量不穩定、趕稿壓力、客戶無法區辨品質等。然而，工作壓力的文獻論點不再將工作壓力作為完全負面解讀，而將工作壓力源分為挑戰型壓力與阻礙型壓力；另一方面，對於不同心理需求因素所產生的工作滿意度，亦有不同解讀。因此，本研究試圖透過挑戰型壓力與阻礙型壓力，藉由統計方法與統計檢定，分析不同程度的挑戰型壓力與阻礙型壓力等，對於保健因子與激勵因子等工作滿意度構面之影響程度，藉此得知激勵保健理論為基礎的工作滿意度、挑戰型壓力、阻礙型壓力等三者關係。
基於以上討論，本研究以筆譯工作者為探討樣本，針對翻譯社進行立意取樣，而施行問卷調查的時間為2013年6月15日至2013年6月24日，共發出46份問卷，回收有效問卷42份。
經過本研究的實證分析，主要研究結論如下：
一、對於筆譯工作者而言，研究結果顯示工作壓力會造成工作滿意度不同程度的影響。
二、透過阻礙型壓力構面與挑戰型壓力構面之集群分析後，本研究以皮爾森相關係數檢定，在5%顯著水準下，阻礙型壓力顯著降低工作滿意度，而挑戰型壓力顯著提高工作滿意度。
三、針對本研究採取Kruskal-Wallis檢定進行分析的結果顯示，高中低等三種不同程度之阻礙型壓力對於工作滿意度有顯著差異，其中位數指出，愈高程度的阻礙型壓力對於工作滿意度的負面影響愈大。高中低等三種不同程度之挑戰型壓力對於工作滿意度有顯著差異，其中位數指出，愈高程度的挑戰型壓力對於工作滿意度的正面影響愈大。

In terms of work type, most practitioners engaged in translation are freelancers, whose sources of job stress typically include unstable workload, deadline pressure, clients' inability to discern the quality of translation, and so forth. However, the literature on job stress no longer aligns job stress with outright negative effects. Instead, related literature has started to categorize job stress sources into hindrance stressors and challenge stressors. On the other hand, job satisfaction derived from diverse mental needs has also been approached via different ways of interpretation. In view of these points, this study adopts the concepts of hindrance stressors and challenge stressors, by means of statistic methods, to analyze the varying degrees of influence of hindrance stressors and challenge stressors on job satisfaction based on Motivation-Hygiene Theory.
In light of the above discussion, this study is targeted at practitioners engaged in translation. Hence, this study adopts purposive sampling to collect sample data from translation companies in the period from 2013/6/15 to 2013/6/24. This study has sent out 46 copies of questionnaire, retrieving 42 copies.
After empirical analysis of this study, major conclusions are summarized as follows:
Firstly, as far as the surveyed translators are concerned, the analysis suggests that job stress would result in varying degrees of influence on job satisfaction.
Secondly, through cluster analysis for hindrance stressors and challenge stressors, the Pearson correlation analysis suggests that, under the significance level of 5%, hindrance stressors would negatively affect job satisfaction, and challenge stressors would positively enhance job satisfaction.
Thirdly, the Kruskal-Wallis test indicates that the different degrees of higher, middle , lower hindrance stressors would generate significant differences in job satisfaction; medians of the three groups suggest that higher hindrance stressors would result in more negative job satisfaction. In addition, the different degrees of higher, middle, lower challenge stressors would also generate significant differences in job satisfaction; medians of the three groups suggest that higher challenge stressors would result in more positive job satisfaction.

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