遠距工作對員工敬業度之影響— 以工作滿意度為中介變項

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：82

、訪客IP：52.14.231.146

姓名

劉姵伶(LIU, PEI-LING) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

遠距工作對員工敬業度之影響— 以工作滿意度為中介變項

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)

本研究旨在探討遠距工作之頻率對於員工敬業度的影響，並以工作滿意度（外在滿意度、內在滿意度）作為中介效果。遠距工作的頻率對於員工敬業度有正向的影響，當員工每週遠距工作的頻率越高時，員工對於其工作投入的程度會越高。而遠距工作的頻率對工作滿意度也有正向的影響，當員工每週遠距工作的頻率越高時，員工對於他身處的工作環境、與同事與主管之間的關係，以及工作本身，都抱有更高的滿意度。本研究將工作滿意度區分為外在滿意度與內在滿意度，並試圖探討兩者分別在員工遠距工作之頻率至員工敬業度之間所產生的中介效果。
在管理實務上，為因應現今世代的工作者需求，本研究建議企業應改變過去將遠距工作模式視為是「福利」的作法，將遠距工作模式納入常態性的工作型態，例如可嘗試實施「混合辦公模式」，遠距與實體工作模式並行的型態，並制定相對應的措施與配備所需要軟硬體設備。許多企業在嘗試實施遠距工作模式時，遭遇了許多的挫折，皆是因為前期的準備不夠完善：不論是主管的心理建設，亦或是員工配備的公務用設備。

摘要(英)

The purpose of this study is to investigate the impact of the frequency of remote work on employee engagement, with job satisfaction (external satisfaction and internal satisfaction) as the mediator. The frequency of remote work has a positive effect on employee engagement. When employees engage in remote work more frequently per week, they tend to be more committed to their work. Additionally, the frequency of remote work has a positive impact on job satisfaction. As employees engage in remote work more frequently per week, they tend to have higher levels of satisfaction with their work environment, relationships with colleagues and supervisors, and the work itself. This study distinguishes job satisfaction into external satisfaction and internal satisfaction, and attempts to explore the mediating effects of each on the relationship between the frequency of remote work and employee engagement.

In terms of management practice, in response to the needs of today′s workforce, this study suggests that companies should change the past approach of viewing remote work as a "benefit" for employees. Instead, companies should incorporate remote work into the normal work model, such as implementing a "hybrid working model" where remote and on-site work coexist, and developing corresponding measures and equipment needs. Many companies have encountered difficulties in implementing remote work, largely due to inadequate preparation in areas such as psychological preparation for managers or equipping employees with the necessary hardware and software.

關鍵字(中)

★ 遠距工作
★ 工作滿意度
★ 外在滿意度
★ 內在滿意度
★ 員工敬業度

關鍵字(英)

論文目次

目錄.....................................................iii
圖目錄....................................................v
表目錄...................................................vi
第一章緒論............................................1
第一節研究背景........................................1
第二節研究目的與問題..................................1
第二章文獻探討........................................4
第一節遠距工作........................................4
第二節員工敬業度......................................6
第三節工作滿意度......................................7
第四節遠距工作與員工敬業度之關係.....................10
第五節遠距工作與工作滿意度之關係.....................11
第六節工作滿意度與員工敬業度之關係...................13
第三章研究方法.......................................16 第一節研究架構與假設.................................16
第二節研究假說.......................................16
第三節研究對象及抽樣方法.............................17
第四節研究工具.......................................17
第四章研究結果.......................................19
第一節描述性統計.....................................19
第二節信度與驗證性因素分析...........................20
第三節相關分析.......................................22
第四節研究假說模型驗證...............................23
第五節研究結果彙整...................................25
第五章結論與建議.....................................26
第一節研究結果與討論.................................26
第二節管理意涵.......................................28
第三節研究限制與建議.................................29
參考文獻.................................................30
一、中文部分.......................................30
二、英文部分.......................................30 三、網路文獻.......................................36
附錄.....................................................39

參考文獻

一、中文部分
林妙琴、林弘昌(2021)。新冠肺炎期間遠距上班對資訊業組織運作影響之初探。科技與人力教育季刊，7(3)，121-145。
姚安恆(2021)。考量工作滿意度之下探討員工敬業度與工作績效之關聯〔未出版之碩士論文〕。國立東海大學企業管理學系研究所。

二、英文部分
Allen, T. D., Golden, T. D., & Shockley, K. M. (2015). How effective is telecommuting? Assessing the status of our scientific findings. Psychological Science in the Public Interest, 16(2), 40-68.
Anderson, D., & Kelliher, C. (2009). Flexible working and engagement: the importance of choice. Strategic HR Review, 8(2), 13-18.
Aziri B. (2011). Job satisfaction: A literature review. Management Research And Practice, 3(4), 77-86.
Azmy, A., Hermawan, E., Arifin, A. L., & Pranogyo, A. B. (2022). The effect of talent management optimization on workforce agility through job satisfaction and employee engagement to develop excellent service in private hospital. Academy of Strategic Management Journal, 21(5), 1-20.
Basit, A.A. (2017) Trust in supervisor and job engagement: mediating effects of psychological safety and felt obligation. The Journal of Psychology, 151(8), 701-721.
Bakker, A. B., & Oerlemans, W. G. M. (2012). Subjective well-being. In K. S. Cameron & G. M. Spreitzer (Eds.), The Oxford handbook of positive organizational scholarship, 178–187. Oxford University Press.
Bakker, A.B., Demerouti, E., & Sanz-Vergel, A. (2014). Burnout and work engagement: The JD-R approach. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 389–411.
Bakker, A. B., & Oerlemans, W. G. M. (2016). Momentary Work Happiness as a Function of Enduring Burnout and Work Engagement. The Journal of Psychology, 150(6), 755–778.
Bakker, A. B., & de Vries, J. D. (2021). Job Demands-Resources theory and self-regulation: new explanations and remedies for job burnout. Anxiety, Stress, and Coping, 34(1), 1–21.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182.
Bélanger, F. (1999). Workers’ propensity to telecommute: An empirical study. Information & Management, 35(3), 139–153.
Bloom, N. A., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does working from home work? Evidence from a Chinese experiment. The Quarterly Journal of Economics, 130(1), 165–218.
Boskovic, A. (2021). Employee autonomy and engagement in the digital age: The moderating role of remote working. Ekonomski Horizonti, 23(3), 231-246.
Brief, A.P., & Weiss, H. M. (2002). Organizational behavior: Affect in the workplace. Annual Review of Psychology, 53, 279–307.
Buiser, M. (2000). Surviving managed care: The effect on job satisfaction in hospital-based nursing. MedSurg Nursing, 9(3), 129-138.
Choudhury, P., Foroughi, C., & Larson, B. (2021). Work‐from‐anywhere: The productivity effects of geographic flexibility. Strategic Management Journal, 42(4), 655-683.
Cooper, C. D., & Kurland, N. B. (2002). Telecommuting, professional isolation, and employee development in public and private organizations. Journal of Organizational Behavior, 23(4), 511–532.
Contreras, F., Baykal, E. ,& Abid, G. (2020). E-Leadership and Teleworking in Times of COVID-19 and Beyond: What We Know and Where Do We Go. Frontiers in Psychology, 11.
Cotti, C. D., Haley, M. R., & Miller, L. A. (2014). Workplace Flexibilities, Job Satisfaction and Union Membership in the US Workforce. British Journal of Industrial Relations, 52(3), 403–425.
Di Martino, & Wirth, L. (1990). Telework: a new way of working and living. International Labour Review, 129(1990), 529–554.
Dongarwar, D., Yusuf, K. K., Maiyegun, S. O., Ibrahimi, S., Ikedionwu, C., & Salihu, H. M. (2020). Covid-19 and Neuro-Behavioral Economics: A Conceptual Framework to Improve Physical and Mental Health among Remote Workers. Int. J. MCH AIDS., 9, 360–363.
Flores, M. F. (2019). Understanding the challenges of remote working and its impact to workers. International Journal of Business Marketing and Management, 4(11), 40–44.
Ford, R. C., & Butts, M. A. (1991). Is Your Organization Ready for Telecommuting?: Quarterly Journal. S.A.M.Advanced Management Journal, 56(4), 19.
Golden T. D. (2006b). The role of relationships in understanding telecommuter satisfaction. Journal of Organizational Behavior, 27(3), 319–340.
Golden, T. D., Veiga, J. F., & Dino, R. N. (2008). The impact of professional isolation on teleworker job performance and turnover intentions: Does time spent teleworking, interacting face-to-face, or having access to communication-enhancing technology matter? Journal of Applied Psychology, 93(6), 1412.
Gulyani, G., & Sharma, T. (2018). Total rewards components and work happiness in new ventures: The mediating role of work engagement. [Total rewards components and work happiness] Evidence - Based HRM, 6(3), 255-271.
Hackman, J. R. & Oldham, G. R. (1974). The job diagnostic survey: An instrument for the diagnosis of jobs and the evaluation of job redesign projects. Department of Administrative Sciences: Yale University.
Halbesleben, J. R. B. (2010). A meta-analysis of work engagement: Relationships with burnout, demands, resources, and consequences. In A. B. Bakker (Eds.) & M. P. Leiter, Work engagement: A handbook of essential theory and research, 102–117. Psychology Press.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87, 268–279.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work. John Wiley & Sons.
Hoppock, R. (1935). Job satisfaction. Harper & Row.
Hugick,L., & Leonard, J. (1991). Dissatisfaction Grows: ′Moonlighting′ on the Rise. Gallup Poll News Service, 56, 111.
Irawanto, D. W., Novianti, K. R., & Kenny, R. (2021). Work from Home: Measuring Satisfaction between Work–Life Balance and Work Stress during the COVID-19 Pandemic in Indonesia. Economies, 9(3), 96.
Jurgensen, C. (1978). Job preferences (What makes a job good or bad?). Journal of Applied Psychology, 63(3), 267-276
Jutengren, G., Jaldestad, E., Dellve, L., & Eriksson, A. (2020). The Potential Importance of Social Capital and Job Crafting for Work Engagement and Job Satisfaction among Health-Care Employees. International Journal of Environmental Research and Public Health, 17(12), 4272.
Kahn W. A., (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692–724.
Kaltiainen, M., D.SocSci, & Hakanen, J., D.SocSci. (2022). Changes in occupational well-being during COVID-19: The impact of age, gender, education, living alone, and telework in a Finnish four-wave population sample. Scandinavian Journal of Work, Environment & Health, 48(6), 457-467,457A.
Kossek, E. E., Lautsch, B. A., & Eaton, S. C. (2009). “Good teleworking”: Under what conditions does teleworking enhance employees’ well-being? In Y. Amichai-Hamburger (Ed.). Technology and Psychological Well-being, 148-173. Cambridge University Press.
Kurland, N. B., & Bailey, D. (1999). Telework: The advantages and challenges of working here, there, anywhere, and anytime. Organizational Dynamics, 28(2), 53–68.
Leiter, M. P., & Bakker, A. B. (2010). Work engagement: Introduction. In A. B. Bakker (Ed.) & M. P. Leiter, Work engagement: A handbook of essential theory and research, 1–9. Psychology Press.
Maslach, C., & Leiter, M. P. (1997). The truth about burnout: How organizations cause personal stress and what to do about it. Jossey-Bass.
Md, S. R., Javed, S., & Liu, B. (2020). Empirical Study on Spirituality, Employee’s Engagement and Job Satisfaction: Evidence from China. International Journal of Public Administration, 43(12), 1042-1054.
Nilles, J. M. (1975). Telecommunication and organizational decentralization. IEEE Transactions On Communications, 23, 1142-1147.
Nwachukwu, C., Chládková, H., Agboga, R. S., & Vu, H. M. (2021). Religiosity, employee empowerment and employee engagement: an empirical analysis. [Religiosity, empowerment and engagement] The International Journal of Sociology and Social Policy, 41(11), 1195-1209.
Ozguner, Z., & Ozguner, M. (2014). A managerial point of view on the relationship between of Maslow′s hierarchy of needs and Herzberg′s dual factor theory. International Journal of Business and Social Science, 5(7), 207-215.
Putra, E. D., Cho, S., & Liu, J. (2017). Extrinsic and intrinsic motivation on work engagement in the hospitality industry: Test of motivation crowding theory. Tourism and Hospitality Research, 17(2), 228-241.
Pyöriä, P. (2011). Managing telework: risks, fears and rules. Management Research News, 34(4), 386–399.
Riley, F., & McCloskey, D. W. (1997). Telecommuting as a response to helping people balance work and family. In S. Parasuraman & J. H. Greenhaus (Eds.), Integrating work and family: Challenges and choices for a changing world, 133–142. Westport: Quorum Books.
Rupietta, K., & Beckmann, M. (2018). Working from Home: What is the Effect on Employees’ Effort? Schmalenbach Business Review, 70(1), 25–55.
Sageer, A., Rafat, S., & Agarwal, P. (2012). Identification of variables affecting employee satisfaction and their impact on the organization. IOSR Journal of Business and Management, 5(1), 32–39.
Salanova, M., Agut, S., & Peiró, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: The mediation of service climate. Journal of Applied Psychology, 90(6), 1217-1227.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire a cross-national study. Educational & Psychological Measurement, 66(4), 701-716.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies: An Interdisciplinary Forum on Subjective Well-Being, 3(1), 71–92.
Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. Human Resource Development Review, 9, 89-110.
Singh, R. (2016). The Impact of Intrinsic and Extrinsic Motivators on Employee Engagement in Information Organizations. Journal of Education for Library and Information Science, 57(2), 197-206.
Smith, Patmos, A., & Pitts, M. J. (2018). Communication and Teleworking: A Study of Communication Channel Satisfaction, Personality, and Job Satisfaction for Teleworking Employees. International Journal of Business Communication, 55(1), 44–68.
Spector, P. E. (1997). Job Satisfaction: Application, Assessment, Causes, and Consequences. Sage Publications.
Tims, M., Bakker, A. B., & Derks, D. (2013). The impact of job crafting on job demands, job resources, and well-being. Journal of Occupational Health Psychology, 18(2), 230–240.
Weiss, D. J., Dawis, R. V., & England, G. W. (1967). Manual for the Minnesota satisfaction questionnaire. Minnesota studies in vocational rehabilitation.
Wojčák, E., Bajzíková, Ľ., Šajgalíková, H., & Poláková, M. (2016). How to Achieve Sustainable Efficiency with Teleworkers: Leadership Model in Telework. Procedia - Social and Behavioral Sciences, 229, 33–41.

三、網路文獻
Bloom, N. (2014, January–February). To raise productivity, let more employees work from home. Harvard Business Review, 92(1,2), 28–29.
https://hbr.org/2014/01/to-raise-productivity-let-more-employees-work-from-home
Cutter, C. (2020, July 24). Companies Start to Think Remote Work Isn’t So Great After All. THE WALL STREET JOURAL.
https://www.wsj.com/articles/companies-start-to-think-remote-work-isnt-so-great-after-all-11595603397
Handy, C. (1995, May–June). Trust and the virtual organization. Harvard Business Review, 73(3), 40–50.
https://hbr.org/1995/05/trust-and-the-virtual-organization
Rich, B. L. (2006). Job engagement: Construct validation and relationships with job satisfaction, job involvement, and intrinsic motivation (Order No. 3228825). Available from ABI/INFORM Collection; ProQuest Dissertations & Theses A&I. (305326606). https://ezproxy.lib.ncu.edu.tw/login?url=https://www.proquest.com/dissertations-theses/job-engagement-construct-validation-relationships/docview/
305326606/se-2
Rodgers, S. (2020, December 8). What′s the difference between working remotely, telecommuting, and working from home? Virtual Vocations. https://www.virtualvocations.com/blog/telecommuting-job-search-help/
differencesworking-remotely-telecommuting-working-home/
U.S. Office of Personnel Management. (2013). 2013 status of telework in the federal government.
https://www.opm.gov/policy-data-oversight/worklife /news/2013/-status-of-telework-in-the-federal -government-report-to-congress/1
Wofford, T. D. (2003). A study of worker demographics and workplace job satisfaction for employees in a global engineering and construction organization (Order No. 3083929). Available from ABI/INFORM Collection; ProQuest Dissertations & Theses A&I. (305235159).
https://ezproxy.lib.ncu.edu.tw/login?url=https://www.proquest.com/dissertations-theses/study-worker-demographics-workplace-job/docview/305235159/se-2

指導教授

鄭晉昌

審核日期

2023-6-29

推文