遠距辦公是否為雙面刃? 負向工作特徵、主動行為、工作倦怠與工作心流之研究;Is WFH a Double-edged sword ? A Study of Negative Job Characteristics, Proactive Behavior, Job Burnout and Work-Flow.

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Title:	遠距辦公是否為雙面刃? 負向工作特徵、主動行為、工作倦怠與工作心流之研究;Is WFH a Double-edged sword ? A Study of Negative Job Characteristics, Proactive Behavior, Job Burnout and Work-Flow.
Authors:	陳翊傑;Chen, Yi-Jie
Contributors:	企業管理學系
Keywords:	遠距辦公;負向工作特徵;主動行為;自我領導;自我效能;工作倦怠;工作心流;Work from home;WFH;Job Characteristics;Proactive Behavior;Self-Leadership;Self-Efficacy;Job Burnout;Work-Flow
Date:	2022-09-30
Issue Date:	2022-10-04 11:14:53 (UTC+8)
Publisher:	國立中央大學
Abstract:	近年來在新冠肺炎(Covid-19)的影響下，為了降低人與人的接觸，企業開始嘗試遠距辦公(Work fome home, WFH)，但在此之前多數的企業並未嘗試過這種新的工作型態，面對WFH的工作趨勢，企業及員工是否能普遍接受，成了一個值得關注的議題。有別於過去研究，本研究將工作負擔與社交孤立作為WFH負向工作特徵代表，試圖探討這些工作特徵是否能激發員工的主動行為，提高工作心流、並降低工作倦怠感，以釐清遠距工作者的動機過程。本研究採用問卷調查法，以近幾年開始WFH的工作者作為研究對象，共計回收問卷540份，有效問卷為396份，有效回收率為77%。透過線性結構方程式進行假說驗證及分析，本研究實證結果發現，工作負擔對主動行為呈現顯著正相關，表示工作負擔所帶來的壓力在員工接受的前提下能夠激發主動行為。此外，主動行為對自我領導及自我效能皆存在顯著正相關，但自我領導對工作心流及工作倦怠則不具有顯著的正相關，透過自我效能的中介則存在顯著正相關，表示員工自我領導後所感知到的自我效能感對工作結果具有關鍵影響。另一方面，研究結果表明社交孤立對主動行為不具有正向顯著相關，對工作心流則有正向顯著影響，表示社交孤立能夠促進WFH工作者更有效的進入工作心流體驗。最後對本研究之結果提出研究結論及實務建議，以供實施WFH的企業、管理者、學術界參考方向及建議，盼能有所裨益。;During the COVID-19 pandemic, a lot of industries have started to try work from home (WFH) to reduce human contact, but most companies have not tried this new work style before. Different to previous studies, this study adopts workload and social isolation as negative job characteristics and integrates motivational variables to investigate whether these job characteristics can stimulate employees′ proactive behaviors and reduce their job burnout, improve the work-flow of WFH, and clarify the motivation process of remote workers. In this study, 540 questionnaires were collected, 396 of which were valid, and the effective rate was 77%. Through linear structural equations, the hypotheses were tested and analyzed, and the empirical results of this study revealed that workload has a significant positive correlation with proactive behavior, indicating that the stressors brought by workload can motivate employees to act proactively as long as they are able to bear them. In addition, proactive behavior was positively and significantly correlated with both self-leadership and self-efficacy, but self-leadership was not significantly correlated with job burnout and work-flow, which were statistically significant when mediated by self-efficacy, indicating that employees′ perceived self-efficacy after self-leadership is a key influence on job outcomes. On the other hand, social isolation was not positively and significantly correlated with proactive behavior, but had a positive and significant effect on work-flow, suggesting that social isolation can facilitate WFH workers to enter the work-flow experience more effectively. Finally, the findings of this study are presented for the reference and suggestions of companies, managers, and academics who are implementing WFH.
Appears in Collections:	[Graduate Institute of Business Administration] Electronic Thesis & Dissertation

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