在COVID-19疫情流行期間，當企業開放員工在家工作後，在家工作確實帶給管理層在設計、分配工作任務和監督及管理組織活動和流程方面巨大的挑戰和壓力，本研究目的在於了解，疫情期間當員工在家工作時，員工的工作自主性認知對其工作績效的影響，此外本研究亦想了解員工因應不同的工作模式時，其工作塑造的程度對於前述關係的影響。本問卷邀請在COVID-19期間有在家工作經驗之人員填寫電子問卷，共計回收有效問卷268份。統計分析結果顯示，疫情期間在家工作的員工的確有明顯的感受到自己擁有相對較高的工作自主性，所以在員工的工作自主性較高的情況下，對員工的任務性績效與適應性績效也有顯著的正向影響。 其次，本研究也發現工作塑造會中介工作自主性對任務性績效及適應性績效之間的正向關係。當員工有較高的工作自主性時可引發較高的工作塑造程度，也能因此正向影響其適應性績效及任務性績效。 ;During the COVID-19 pandemic, when companies allow their employees to work from home, it is undeniable that working from home has brought enormous problems and pressures to management in designing, assigning work tasks, and supervising and managing organizational activities and processes. Therefore, the present study intends to test the impacts of employees′ perception of work autonomy on their task performance and adaptive performance when employees work from home during the epidemic. In addition, this study also explores the mediation effect of job crafting on the aforementioned relationship when employees actively respond to different work modes. Data were collected from 268 employees who have work-from-home experiences during the COVID-19 period. The results show that employees who work from home during the epidemic do clearly feel that they have relatively high work autonomy. The present study also finds a significant positive effect of job autonomy on task performance and adaptive performance. Moreover, the results also indicate that job crafting will mediate the relationship between job autonomy and task performance and adaptive performance. When employees have high work autonomy, they may quickly adjust themselves, which may lead to positive job crafting and result in higher employee task performance and adaptive performance.
