| 摘要: | 根據經濟合作暨發展組織(OECD)對於各國單位勞工年平均工作時數數據顯示，台灣在2018年就業者平均每年工作時數就高達2,033小時，位居世界第四，因此台灣也為高工時國家之一。而超時工作容易對就業者之身心健康、工作滿意度皆會有影響，亦是職場過勞的重要危險因子。而員工協助方案的引進和執行能夠解決員工在各方面遇到的問題，使員工擁有健康身心工作，為組織帶來良好成效。
過去文獻中對於了解員工在超時工作的情況下，使用員工協助方案對於員工工作滿意狀況之探討不多，也缺乏探討超時工作的後果可能受到超時工作前因的不同，而有不同的結果。因此本研究將根據過去文獻進行超時工作之分類，並探討對員工工作滿意，以及加入員工協助方案後的關聯性。本研究的資料來源為中央研究院調查研究專題中心的學術調查研究資料庫（Survey Research Data Archive, SRDA）。並採用其中政府調查資料－2014年勞工生活及就業狀況調查，最終有效之樣本數為4,002份。
本研究分析結果顯示：(1) 超時工作時數對工作負荷量具有正向影響、對員工工作滿意具有負向影響、(2)工作負荷量對員工工作滿意具有負向影響(3)超時工作時數與員工工作滿意間，工作負荷量具有中介效果(4)非自願性超時工作對工作負荷量具有正向影響、對員工工作滿意具有負向影響(5)非自願性超時工作與工作滿意間，工作負荷量具有中介效果(6)超時工作與工作負荷量間，員工協助方案使用效益具有干擾效果。
本研究建議企業應認知到超時工作對於工作者的身心健康、工作滿意度皆會有影響，並嘗試減緩員工在超時工作後所受到之負面影響。另外在實施員工協助方案前，應先審慎評估員工超時工作之類型後，再給予適當之員工協助方案措施。
;According to the OECD′s data on the average annual working hours of workers in various countries, the workers in Taiwan have averaged 2,033 working hours per year in 2018, ranking fourth in the world. So, Taiwan is also a high work hours country. The physical and mental health and job satisfaction are impacted after overtime-work. On ther other hand, the Employee Assistance Programs (EAPs) can solve the problems encountered by employees, enable employees to have healthy physical and mental work, and bring better results to the organization.
Review the past literatures, there are not enough studies on the effectiveness of EAPs between overtime-work and work satisfaction. Also, a lack of discussion on the different types of overtime-work. Therefore, this study will classify overtime work based on past literature, and explore the work satisfaction and the relevance after joining the EAPs. The source of this research is the Survey Research Data Archive (SRDA) of the Research Center of the Central Academy of Sciences. In addition, the government survey data, the 2014 Labor Life and Employment Survey were used, and the number of valid samples was 4,002.
The analysis results of this study show that: (1)overtime-working hours have a positive impact on workload, negative impact on employee job satisfaction, (2) workload has a negative impact on employee job satisfaction (3)Between working hours and employee satisfaction, the workload has a mediating effect (4) Involuntary overtime-work has a positive impact on the workload and has a negative impact on employee job satisfaction (5)Between Involuntary overtime-work and employee satisfaction, the workload has a mediating effect. (6) Between overtime-work and workload, the effectiveness of EAPs has a moderating effect.
This research suggests that companies should recognize that overtime work will affect the physical and mental health and job satisfaction of workers, and try to mitigate the negative impact of employees after overtime-work. In addition, before implementing the employee assistance program, the type of overtime work should be carefully evaluated.
Keywords: Overtime work, Workload, Employee Work Satisfaction, Employee Assistance Programs. |
