第三，當人們感受到社會支持時，會降低反芻思考(Nolen-Hoekse

第三，當人們感受到社會支持時，會降低反芻思考(Nolen-Hoeksema & Davis, 1999)，可能是因為可以從這些社會支持(例如朋友、同事或主管)，獲得諒解、不同的想法與不同的經驗協助轉換思考，甚至獲得解答。職場中，員工若是感受到組織支持，也就是組織重視員工的付出與貢獻，以及組織關心員工的福祉，這樣的情況下，可能可以減緩員工不安與反芻思考。例如研究顯示，未完成的任務可能造成反芻思考，即使是休假期間，在非工作環境中遇到工作相關線索，仍可能對休閒活動產生干擾效果(Hahn & Dormann, 2013)，因為未完成的任務是一種高工作需求的經驗(Syrek & Antoni，2014)，當任務未完成，將使得神經質的員工更容易陷入反芻思考中。因此組織與管理者若是適時展現關懷與鼓勵，傳遞員工對組織的重要性與協調任務的分配等，甚至鼓勵員工向組織反應心中的困擾等等，可能可以降低員工的反芻思考。

結果 (英文) 1:

Third, when people feel the community support, will reduce rumination thinking (Nolen-Hoeksema & Davis, 1999), probably because they can get an understanding from these social support (such as a friend, co-worker or supervisor), different ideas and different experience to assist the conversion thinking, and even get answers. Workplace, if employees feel organizational support, that is, pay attention to the organization and the employee's contribution, as well as organizations concerned with the well-being of employees, under such circumstances, employees may be able to slow down the anxiety and rumination thinking. Studies have shown, for example, the unfinished task may cause rumination thinking, even during vacation, experiencing work-related clues in a non-work environment, may still cause interference effects (Hahn & Dormann, 2013) for leisure activities, as unfinished tasks work experience is a high demand (Syrek & Antoni, 2014), when the task is not completed, the staff will make it easier to fall into ruminant neurotic thinking. So if timely organization and managers demonstrate concern and encouragement, such as the transfer of employees assigned to the organization and coordination of the importance of the task, and even encourage employees to react to the troubled heart tissue, etc., ruminant think the staff could be reduced.

結果 (英文) 2:

จะมีความรักปรารถนาความรักเป็นที่ชื่นชอบ จะมีคนรักความปรารถนาที่จะอยู่ด้วยกันเป็นที่ชื่นชอบ คนที่มีชีวิตอยู่อย่างเดียวตลอดไปดังนั้นโปรดดำเนินชีวิตด้วยความสะดวกสบายเช่นกัน

結果 (英文) 3:

Third, when people feel social support, they reduce rumination (Nolen hoeksema & Davis, 1999), may be because you can get understanding, different ideas and different experiences from these social supports (such as friends, colleagues or supervisors) to help you change your thinking and even get answers. In the workplace, if employees feel organizational support, that is, the organization pays attention to the contribution of employees, and the organization cares about the well-being of employees, in this case, it may slow down employees Job insecurity and ruminant thinking. For example, research shows that unfinished tasks may cause ruminant thinking, and even during holidays, when encountering work-related clues in a non work environment, they may still interfere with leisure activities (Hahn & dormann, 2013), because the unfinished task is a kind of experience with high work demand (syrek& Antoni, 2014), when the task is not completed, neurotic employees will be more likely to fall into ruminating thinking. Therefore, if the organization and managers show care and encouragement in time, transfer the importance of employees to the organization and coordinate the assignment of tasks, and even encourage employees to respond to the problems in the heart of the organization, etc., it may reduce the ruminating thinking of employees.