博碩士論文 106427003 詳細資訊




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姓名 郭哲豪(Che-Hao Kuo)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 超時工作與員工工作滿意-員工協助方案使用效益的干擾效果
(The Relationship between Overtime Work and Job Satisfaction – Employee Assistance Programs (EAPs) Effectiveness as a Moderator)
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摘要(中) 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。
摘要(英) 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.
關鍵字(中) ★ 超時工作
★ 工作負荷量
★ 員工工作滿意
★ 員工協助方案
關鍵字(英) ★ Overtime work
★ Workload
★ Employee Job Satisfaction
★ Employee Assistance Program
論文目次 第一章 緒論..................................1
第一節 研究背景與動機................1
第二節 研究目的...........................4
第二章 文獻回顧...........................5
第一節 工作時間...........................5
第三節 超時工作...........................11
第四節 工作負荷量之中介效果....22
第五節 員工協助方案...................23
第三章 研究方法..........................34
第一節 研究架構與研究假設........34
第二節 研究樣本及資料來源.........36
第三節 變數定義...........................37
第四節 資料分析方法....................41
第四章 研究結果...........................42
第一節 樣本描述...........................42
第二節 相關分析...........................44
第三節 迴歸分析...........................47
第四節 研究發現與討論................57
第五章 結論與限制........................62
第一節 研究結論............................62
第二節 研究限制與未來建議.........62
第三節 管理意涵...........................64
參考文獻.......................................66
一、 英文文獻........................66
二、 中文文獻.........................73
參考文獻 一、 英文文獻

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二、 中文文獻
1. 方隆彰(1995)。員工協助方案如何在組織內推動與發展。救國團「張老師」編著,員工協助方案實務手冊。台北:張老師文化出版社。
2. 辛炳隆、葉婉榆(民102)。台灣職場過勞狀況相關因素分析:以科技、醫療照護、運輸與保全業受僱者為例。國家與社會,15,1-35。
3. 林桂碧(2000)。事業單位推行「員工協助方案」之績效評估。台北市:行政院勞工委員會。
4. 林國榮、李秉正、徐世勳(1998)。縮減工時對台灣經濟衝擊之一般均衡分析。《台灣經濟學會年會論文集》
5. 徐正光(1977)。工廠工人的工作滿足及其相關因素之探討。中央研究院民族學研究所期刊。45,23-63。
6. 張添洲。(1996)。員工協助方案-勞資雙贏有效策略,人力資源發展月刊,9-11。
7. 郭若蘭(2003)。《影響高科技研發人員過度工作因素及工作類型之探討》。國立政治大學心理學研究所碩士論文。
8. 黃麗玲、黃薇瑄、葉德豐、鐘燕宜、林川雄、黃建財(民104)。護理人員超時工作與疲勞之相關性分析。休閒運動保健學報,8,10-25。
9. 葉婉榆、鄭雅文、陳美如、邱文祥 (2008)。職場疲勞狀況與工作過度投入之相關因素,以臺北市36家職場受雇員工為例。《臺灣公共衛生雜誌》,第27卷第6期,頁463-477。
10. 蔡祈賢(2006)。值得推展的員工協助方案。人事月刊,42(1),20-28。
11. 謝鴻鈞(1996)。工業社會工作實務:員工協助方案。台北市:桂冠圖書股份有限公司。
指導教授 劉念琪(Nien-Chi Liu) 審核日期 2020-3-9
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