依據研究結果，可以得出以下結論： 1. 工作生活平衡與新世代工作者之工作敬業度有正向關係。 2. 工作自主性會正向調節新世代工作者工作生活平衡與工作敬業度的關係。 3. 知覺主管支持會正向調節新世代工作者工作生活平衡與工作敬業度的關係。 4. 正向情感特質不會正向調節新世代工作者工作生活平衡與工作敬業度的關係。;Employees′ high work engagement can bring positive effects such as high performance to the company. Therefore, companies hope that employees have high work engagement. However, research shows that work engagement is declining across all age groups, especially among Generations Y and Z. To improve the work engagement of new-generation workers, companies can take corresponding measures, among which work-life balance is a condition that Generation Y and Z attach great importance to. Therefore, this study explores the relationship between work-life balance and work engagement, and the moderating effects of job autonomy, perceived supervisor support, and positive affectivity on the relationship.
The study population of this research consists of Generation Y and Z workers in Taiwan. After excluding invalid questionnaires, a total of 428 valid questionnaires were collected.
Based on the research results, the following conclusions can be drawn: 1. Work-life balance has a positive impact on work engagement of new-generation workers. 2. Job autonomy has a positive moderating effect on work-life balance and work engagement of new-generation workers. 3. Perceived supervisor support has a positive moderating effect on work-life balance and work engagement of new-generation workers. 4. Positive affectivity has no moderating effect on work-life balance and work engagement of new-generation workers.
