因輪班而產生的工作倦怠對離職傾向之影響—以工作與家庭衝突為中介、社會支持為調節變項

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：112

、訪客IP：3.147.86.216

姓名

温孝敏(Hsiao-Min Wen) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

因輪班而產生的工作倦怠對離職傾向之影響—以工作與家庭衝突為中介、社會支持為調節變項
(The effect of shift worker burnout on turnover intentions—Work and family conflict as a mediator, and social support as a moderator)

相關論文

★ 企業內部人力資源入口網站使用者滿意度調查–以A公司為例	★ 員工內部行銷知覺、組織承諾與離職傾向之關係研究─以某科技公司為例
★ 研發人員創造力人格特質、工作價值觀對工作績效之影響-以某高科技研究機構為例	★ 組織生涯管理對組織承諾影響之探討-以A公司為例
★ 導入以職能為基礎之評鑑中心可行性研究－－以銀行業為例	★ 360 度管理職能評鑑與受評者自我覺察能力之探討－個案公司跨年度研究
★ 探討中階主管人格特質、領導風格與工作績效之關聯性--以Y公司為例	★ 因應公司經營策略變革之人力資源配置調整個案探討
★ 從組織變革觀點探討業務流程管理成效之個案研究	★ 主管領導風格與員工人格特質對工作績效之影響
★ 矩陣式組織之專案績效考核制度探討-以某公司為例	★ 企業因應員工分紅費用化之措施及其成效探討
★ 證券後勤基層主管職業生涯地圖之建立	★ 企業導入卓越經營績效評量之案例探討
★ 主管領導風格對組織氣候與績效之影響探討-以T公司為例	★ 人力資源管理措施對工作態度之影響探討-以台灣高鐵為例

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

隨著社會、經濟日漸蓬勃發展，連續生產、提供不間斷的服務是稀鬆平常的產業生態，因此，企業實行輪班工作制度已為大勢所趨。然而，輪班工作者在長期的輪班制度下，不僅會對生理產生負面影響，對心理也可能造成龐大壓力。
　　本研究之目的是探討因輪班而產生的工作倦怠對於離職傾向之影響，並以工作與家庭衝突為中介變項，再探討社會支持的存在是否影響到其他變數之間的關係。希望透過這樣的研究來提供組織一些重要訊息與制定政策。例如：更注重輪班人員，發展員工協助方案或是制定相關家庭政策時，為輪班工作者打造合適的工作與家庭平衡政策。
　　此研究以全職的輪班工作者為研究對象，進行結構性問卷調查作業，問卷總計發出200份，其中有效問卷為180份，回收率為90%。
　　以下為研究結果發現：
(1)因輪班而產生的工作倦怠對離職傾向有顯著之正向影響。
(2)因輪班而產生的工作倦怠對工作與家庭衝突（職家-時間衝突、家職-時間衝突）有顯著之正向影響。
(3)家職-時間衝突對離職傾向有顯著之正向影響。
(4)家職-時間衝突在因輪班而產生的工作倦怠與離職傾向間，存在部分中介效果。
(5)社會支持中的家庭支持在因輪班而產生的工作倦怠與工作與家庭衝突間，存在調節效果。
(6)社會支持中的主管支持在因輪班而產生的工作倦怠與離職傾向間，存在調節效果。

摘要(英)

With the rapid development of society and economy, continuous production and service are the phenomenon of every industry. Therefore, it is a trend for organizations to implement shift work. However, under the long-term work in shifts, shift workers not only have a negative impact on workers′ physiology, but also may cause huge pressure on their psychology.
　　The purpose of this study is to explore the impact of shift worker burnout on turnover intentions, work-family conflict as a mediator, and then to explore whether the existence of social support affects the relationship between other variables. Through this research, some important information and policies can be provided to the organization. For example, paying more attention to shift workers, building up employee assistance programs, developing appropriate work-family balance policies.
　　In this study, take full-time shift worker as the research object to conduct a structured questionnaire survey. A total of 200 questionnaires were sent out, and 180 valid questionnaires were returned. The valid questionnaires rate is 90%.
　　Following are the findings of this study:
(1) Burnout due to shifts has a significant positive impact on turnover intention.
(2) Burnout due to shifts has a significant positive impact on work-family conflicts.
(3) Family-work time conflict has a significant positive effect on turnover intention.
(4) Family-work time conflict has a partial mediating effect between burnout and turnover intention.
(5) Family support has a moderating effect between burnout and work-family conflicts.
(6) Supervisor support has a moderating effect between burnout and turnover intention.

關鍵字(中)

★ 輪班工作者
★ 輪班制度
★ 工作倦怠
★ 離職傾向
★ 工作與家庭衝突
★ 社會支持

關鍵字(英)

★ Shift worker
★ Burnout
★ Turnover intention
★ Work-family conflict
★ Social support

論文目次

第一章　緒論 1
1-1　研究背景與動機 1
1-2　研究目的與研究問題 3
1-3　研究流程 3
第二章　文獻探討 5
2-1　輪班工作 5
2-2　工作倦怠 10
2-3　工作與家庭衝突 15
2-4　社會支持 19
2-5　離職傾向 22
2-6　各變項間的關係 27
第三章　研究方法 33
3-1　研究架構與研究假設 33
3-2　各指標施測工具介紹 35
3-3　問卷發放對象及抽樣方法 39
3-4　研究工具及資料分析方法 39
第四章　研究結果 41
4-1　敘述性分析 41
4-2　信度及效度分析 42
4-3　相關分析 45
4-4　迴歸分析 48
第五章　結論與建議 59
5-1　研究結論 59
5-2　管理意涵 59
5-3　研究貢獻 61
5-4　研究限制與建議 61
參考文獻 63
中文文獻 64
英文文獻 66
附錄：研究問卷 71

參考文獻

中文文獻
yes123求職網（2018）。上班族生養育計畫調查。取自https://www.yes123.com.tw/admin/white_paper/article.asp?id=20180403201806
內政部統計處（2018年4月14日）。107年第15週內政統計通報。取自https://www.moi.gov.tw/stat/news_detail.aspx?sn=13742
吳佳純（2019）。公共衛生人員工作壓力、工作倦怠與職場幸福感之相關性研究(碩士論文)。取自https://hdl.handle.net/11296/b9cm93
岑琼（2011）。护士职业倦怠研究进展。中国护理管理，11(10)，83-85。
林昱彤（2017）。高中職教師工作倦怠對工作家庭衝突與幸福感之研究-以自我監控為干擾變項(碩士論文)。取自https://hdl.handle.net/11296/edy345
林洺秀、郭智宇（2013）。工作環境安全衛生狀況認知調查: 2013 年。勞動部勞動及職業安全衛生研究所。
張舒涵（2004）。大學院校約聘人員人格特質、工作滿意度及離職傾向之研究(碩士論文)。取自https://hdl.handle.net/11296/y9s56p
郭俊良、張進興（2012）。商船船員之工作家庭衝突與離職傾向之關聯性分析：探討人力資源管理措施的調節角色。航運季刊，21(4)，69-92。
陳志瑜（2014年12月24日）。輪班工作總是睡不好覺(一)。大紀元。取自http://www.epochtimes.com/b5/14/11/23/n4302826.htm
陳怡君（2019年5月28日）。WHO 認定「工作倦怠」是造成心理疾病的原因！3 大特徵，你也有嗎？取自https://www.managertoday.com.tw/articles/view/57731
陸洛、黃茂丁、高旭繁（2005）。工作與家庭的雙向衝突: 前因、後果及調節變項之探討。應用心理研究(台灣)，27，133-166。
勞工安全衛生研究所（2016年11月3日）。輪班勞工睡眠品質可能較為不好，應該防範可能造成之勞工健康影響！取自https://www.mol.gov.tw/announcement/27179/8013/
勞動部（2017年12月21日）。勞動基準法第34條修法說帖。取自https://law.moj.gov.tw/LawClass/LawAll.aspx?pcode=N0030001
勞動部勞動及職業安全衛生研究所（1998）。輪班作業危害預防手冊。行政院勞委會勞工安全衛生研究所。
黃育詳（2014）。工作-家庭衝突對工作倦怠之影響─以調節焦點為干擾變項（碩士論文）。取自https://hdl.handle.net/11296/8wr9ja
溫金豐、崔來意（2001）。高科技公司女性專業人員工作-家庭衝突及工作倦怠之研究：社會支持的效應。管理評論，20(4) ，65-91。
蔡惠娜、陳葒春、魏淑君、劉淑如、鄭靜瑜（2014）。護理人員的工作壓力、倦怠及離職意願之相關探討。長庚科技學刊，(21)，75-86。
魏玉亭、林政佑（2019年1月1日）。輪班工作障礙。取自https://reurl.cc/VaeMRQ

英文文獻
Abelson, M. A. (1987). Examination of avoidable and unavoidable turnover. Journal of Applied psychology, 72(3), 382-386.
Ahuja, M. K., Chudoba, K. M., Kacmar, C. J., McKnight, D. H., & George, J. F. (2007). IT road warriors: Balancing work-family conflict, job autonomy, and work overload to mitigate turnover intentions. Mis Quarterly, 31(1), 1-17.
Anderson, S. E., Coffey, B. S., & Byerly, R. T. (2002). Formal organizational initiatives and informal workplace practices: Links to work-family conflict and job-related outcomes. Journal of management, 28(6), 787-810.
Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career development international, 13(3), 209-223.
Behson, S. J. (2002). Which dominates? The relative importance of work–family organizational support and general organizational context on employee outcomes. Journal of vocational behavior, 61(1), 53-72.
Belcastro, P. A., & Hays, L. C. (1984). Ergophilia… ergophobia… ergo… burnout?. Professional Psychology: Research and Practice, 15(2), 260-270.
Bhanthumnavin, D. (2000). Importance of supervisory social support and its implications for HRD in Thailand. Psychology and Developing Societies, 12(2), 155-166.
Bozeman, D. P., & Perrewé, P. L. (2001). The effect of item content overlap on Organizational Commitment Questionnaire–turnover cognitions relationships. Journal of applied psychology, 86(1), 161-173.
Burke, R. J., Fiksenbaum, L., El-Kot, G., Koyuncu, M., & Jing, W. (2011). Potential antecedents and consequences of work-family conflict: a three country study. In Creating Balance? Springer, Berlin, Heidelberg, 101-119.
Carlson, D. S., & Perrewé, P. L. (1999). The role of social support in the stressor-strain relationship: An examination of work-family conflict. Journal of management, 25(4), 513-540.
Carlson, D. S., Kacmar, K. M., & Williams, L. J. (2000). Construction and initial validation of a multidimensional measure of work–family conflict. Journal of Vocational behavior, 56(2), 249-276.
Centraal Bureau voor de Statistiek(2015, November 16).CBS en TNO: Een op de zeven werknemers heeft burn-outklachten. Retrieved from https://www.cbs.nl/nl-nl/nieuws/2015/47/cbs-en-tno-een-op-de-zeven-werknemers-heeft-burn-outklachten
Chen, I. H., Brown, R., Bowers, B. J., & Chang, W. Y. (2015). Work‐to‐family conflict as a mediator of the relationship between job satisfaction and turnover intention. Journal of advanced nursing, 71(10), 2350-2363.
Cinamon, R. G., & Rich, Y. (2005). Work–family conflict among female teachers. Teaching and teacher education, 21(4), 365-378.
Cobb, S. (1976). Social support as a moderator of life stress. Psychosomatic medicine, 38(5), 300-314.
Costa, G. (2003). Factors influencing health of workers and tolerance to shift work. Theoretical Issues in Ergonomics Science, 4(3-4), 263-288.
Freudenberger, H. J. (1974). Staff burn‐out. Journal of social issues, 30(1), 159-165.
Frone, M. R., Russell, M., & Cooper, M. L. (1992). Antecedents and outcomes of work-family conflict: testing a model of the work-family interface. Journal of applied psychology, 77(1), 65-78.
Gaines, J., & Jermier, J. M. (1983). Emotional exhaustion in a high stress organization. Academy of Management journal, 26(4), 567-586.
Gee Wilson, M., Polzer-Debruyne, A., Chen, S., & Fernandes, S. (2007). Shift work interventions for reduced work-family conflict. Employee relations, 29(2), 162-177.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of management review, 10(1), 76-88.
Haar, J. M. (2004). Work-family conflict and turnover intention: Exploring the moderation effects. New Zealand Journal of Psychology, 33(1), 35-39.
Helgeson, V. S. (2003). Social support and quality of life. Quality of life research, 12(1), 25-31.
Jacobson, D. E. (1986). Types and timing of social support. Journal of health and Social Behavior, 27(3), 250-264.
Jamal, M. (2004). Burnout, stress and health of employees on non‐standard work schedules: a study of Canadian workers. Stress and Health: Journal of the International Society for the Investigation of Stress, 20(3), 113-119.
Kahill, S. (1988). Symptoms of professional burnout: A review of the empirical evidence. Canadian Psychology/Psychologie canadienne, 29(3), 284-297.
Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational stress: Studies in role conflict and ambiguity, Social Forces, 43(4), 591-592.
Khan, S. N., & Zafar, S. Psychometric properties of Maslach Burnout Inventory-General survey (MBI-GS) in an uncertain Economy. Research Journal of Recent Sciences, 4(10), 47-57.
King, L. A., Mattimore, L. K., King, D. W., & Adams, G. A. (1995). Family support inventory for workers: A new measure of perceived social support from family members. Journal of Organizational Behavior, 16(3), 235-258.
Major, V. S., Klein, K. J., & Ehrhart, M. G. (2002). Work time, work interference with family, and psychological distress. Journal of applied psychology, 87(3), 427-436.
Malakh-Pines, A., Aronson, E., & Kafry, D. (1981). Burnout: From tedium to personal growth. Journal of applied psychology, 88(1), 160-169.
Maslach, C. (2003). Burnout: The cost of caring. Ishk.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of applied psychology, 62(2), 237-240.
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied psychology, 63(4), 408-414.
Netemeyer, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation of work–family conflict and family–work conflict scales. Journal of applied psychology, 81(4), 400-410.
Parasuraman, S. (1982). Predicting turnover intentions and turnover behavior: A multivariate analysis. Journal of Vocational Behavior, 21(1), 111-121.
Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological bulletin, 80(2), 151-176.
Randhawa, G. (2007). Relationship between job satisfaction and turnover intentions: An empirical analysis. Indian Management Studies Journal, 11(2), 149-159.
Rice, R. W., Frone, M. R., & McFarlin, D. B. (1992). Work—nonwork conflict and the perceived quality of life. Journal of Organizational behavior, 13(2), 155-168.
Rosa, R. R., & Colligan, M. (1997). Plain language about shiftwork, Washington (DC): US Department of Health and Human Services. National Institute for Occupational Safety and Health.
Shen, J., & Dicker, B. (2008). The impacts of shiftwork on employees. The International Journal of Human Resource Management, 19(2), 392-405.
Singh, J., Goolsby, J. R., & Rhoads, G. K. (1994). Behavioral and psychological consequences of boundary spanning burnout for customer service representatives. Journal of Marketing Research, 31(4), 558-569.
Stoner, C. R., & Hartman, R. I. (1990). Family responsibilities and career progress: The good, the bad, and the ugly. Business Horizons, 33(3), 7-15.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel psychology, 46(2), 259-293.
UE (2003). Fatigue and Shiftwork from. Retrieved from http://www.ranknfile–ue.org/stwd_fatigueshift.html
UK Statutory Instruments, The Working Regulation 1998(1998).
Vinokur, A. D., Pierce, P. F., & Buck, C. L. (1999). Work–family conflicts of women in the Air Force: Their influence on mental health and functioning. Journal of Organizational Behavior, 20(6), 865-878.
Walker, C. (1996). Shift work: In search of the workers’ perspective. Journal of Occupational Science, 3(3), 99-103.
Wanous, J. P., Stumpf, S. A., & Bedrosian, H. (1979). Job survival of new employees 1. Personnel psychology, 32(4), 651-662.
Weinberg, S., Edwards, G., & Garove, W. E. (1983). Burnout among employees of state residential facilities serving developmentally disabled persons. Children and Youth Services Review, 5(3), 239-253.
Wisetborisut, A., Angkurawaranon, C., Jiraporncharoen, W., Uaphanthasath, R., & Wiwatanadate, P. (2014). Shift work and burnout among health care workers. Occupational Medicine, 64(4), 279-286.

指導教授

鄭晉昌

審核日期

2020-7-8

推文