| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 陳亮君 | zh_TW |
| DC.creator | Liang-Chun Chen | en_US |
| dc.date.accessioned | 2022-5-27T07:39:07Z | |
| dc.date.available | 2022-5-27T07:39:07Z | |
| dc.date.issued | 2022 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=109427015 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 由於現代員工對工作生活平衡的渴望，以及全球新冠病毒（COVID-19）的肆虐，許多企業加速推動「居家辦公」為常態性的工作模式，而大規模改變的工作型態，為許多員工帶來效益及缺點，對此企業須檢視、分析居家辦公產生的影響，進而規劃因地制宜的管理方式，以創造員工與企業的雙贏局面。本研究以台灣地區的全職員工為研究對象，蒐集其自 2021 年 5 月至 10 月間居家辦公的時間比例，研究樣本共計 277 份，探討員工居家辦公時感受的時間壓力與職家衝突，並分析其對離職意向造成的影響。過程使用實證研究方式，以 SPSS 統計軟體分析研究模型之中介效果與序列中介效果。研究結果發現，居家辦公對職家衝突有顯著的正向影響，但同時居家辦公帶給員工較多可自由運用的時間資源，反而減少時間壓力。若企業希望降低伴隨居家辦公的職家衝突，則須確保員工得到工作所需資源、時間自主性，以及規劃適時的混合工作模式。如此便能減緩時間壓力造成的職家衝突，讓企業得以預防及改善離職現象。 | zh_TW |
| dc.description.abstract | Due to employees’ longing for work-life balance and the worldwide pandemic (COVID-19) today, many companies will make regular work-from-home policy in the near future. The
vast change brings employees not only benefits but also consequences. Thus companies have to analyze the impact of WFH on employees. If proper management is implemented to cope with the change, it is a win-win situation for both employees and employers. This study investigates full-time employees in Taiwan. Respondents are asked to indicate
the amount of time spent on WFH between 2021/05 and 2021/10. 277 responses are collected for statistical analysis. Perceived time pressure and work-family conflict during the period of WFH are first analyzed. Then, the study elaborates the impact of WFH on employees’ turnover intention as time pressure and work-family conflict being sequential mediators. Empirical research is conducted with SPSS to examine the effect of sequential mediation based on the research model. The findings demonstrate that WFH has a significant positive effect on work-family conflict. However, WFH also provides employees more time resources, leading to less time pressure. To decrease the work-family conflict that comes with WFH, companies need to ensure that employees have compatible work resources, autonomy for work scheduling and arrange hybrid working. If so, employees are able to reduce work-family conflict caused by time pressure. Most importantly, companies can prevent and lower employee turnover. | en_US |
| DC.subject | 居家辦公 | zh_TW |
| DC.subject | 時間壓力 | zh_TW |
| DC.subject | 職家衝突 | zh_TW |
| DC.subject | 離職意向 | zh_TW |
| DC.subject | WFH | en_US |
| DC.subject | work from home | en_US |
| DC.subject | time pressure | en_US |
| DC.subject | work-family conflict | en_US |
| DC.subject | turnover intention | en_US |
| DC.title | 居家辦公與離職意向之關聯探討 — 以時間壓力與職家衝突為序列中介變項 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The Relationship between Work from Home and Turnover Intention: Time Pressure and Work-family Conflict as Sequential Mediators | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |