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姓名	胡昱婕(Yu-Chieh, Hu)  查詢紙本館藏	畢業系所	人力資源管理研究所
論文名稱	電傳勞動者的工作與生活平衡—— COVID-19疫情期間之研究 (Work-Life Balance for Teleworkers: A Study During the COVID-19 Pandemic)
相關論文	★ ESG與可持續性人力資源管理的發展與實踐 -我國上市櫃電子公司個案為研究對象
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摘要(中)	2020年新冠肺炎疫情在全球肆虐，標竿企業們也因應疫情推動電傳勞動，不同於以往的工作模式，「工作與生活平衡（Work-Life Balance）」重新受到社會關注，然在過去的文獻中甚少談及重大災難、電傳勞動及工作與生活平衡之間的關係，因此本研究將探討在疫情期間，關於電傳勞動者的工作與生活平衡措施。 本研究透過個案之研究，以半結構式的訪談，從不同視角以及世代的適應性，探討影響企業電傳勞動之實施要素、正向特性與阻礙。解析電傳勞動之正向特性對工作與生活平衡之影響，以及檢視電傳勞動之阻礙對於工作與生活平衡之可能影響。 本論文呈現三個面向的研究結果，一、企業組織資源豐富性較高者，電傳勞動之實施之接受性較高; 二、電傳勞動之實施會導致傳統人際關係之解構與重建; 三、彈性工作之安排將相對帶來工作與生活平衡之契機。 企業組織資源豐富性較高的公司，在過去即因應業務需求，擁有電傳勞動的相關經驗，因此相較於因為疫情衝擊首次執行電傳勞動的企業，在疫情期間，此類型的企業對於電傳勞動的適應性，各方面都較好。 另外，電傳勞動的實施改變了傳統人際互動模式，新冠疫情更加劇了這樣的現象。虛擬溝通使年輕世代員工產生孤獨感，主管與員工之間的信任關係同樣受到挑戰。「網友」一般的關係，使電傳勞動者必須更加主動溝通並藉由通話方式、視訊活動等不同與以往的模式，從中獲得情感支持以尋求平衡。最後，電傳勞動對於電傳勞動者來代表的是擴展工作的自主性、較自在的工作環境、以及可以兼顧家庭的工作模式，這些皆是在過去的工作環境無法呈現的。藉由新冠疫情，企業與員工將不再對電傳勞動感到陌生，因此電傳勞動將可能帶來工作安排之彈性，對於工作與生活之平衡或可產生新的契機。
摘要(英)	In 2020, the COVID-19 epidemic is raging around the world, and benchmarking companies have also promoted telework in response to the epidemic. However, the relationship between major disasters, telework and work-life balance has rarely been discussed in the past literature. The study will explore work-life balance measures for teleworkers during the pandemic. Through case studies and semi-structured interviews, this research explores the factors, positive characteristics and obstacles that affect the implementation of telework in enterprises from different perspectives and adaptability of generations. Analyze the impact of the positive characteristics of teleworkers on work-life balance, and examine the possible impact of the obstacles of teleworkers on work-life balance. The results shows on three aspect: First, the relatively resource-rich enterprise organization has a higher acceptance of the implementation of teleworkers; Second, the implementation of teleworkers will lead to the deconstruction and reconstruction of traditional interpersonal relationships; Third, flexible work arrangements will relatively bring opportunities for work-life balance. Companies with resource-rich enterprise organizations have experience in telework in response to business needs in the past. Therefore, compared with companies that implemented telework for the first time due to the impact of the epidemic, large enterprises are more adaptable to telework. In addition, the implementation of telework has changed the traditional mode of human interaction, a phenomenon that has been exacerbated by the COVID-19 pandemic. Virtual communication makes young generation employees feel lonely, and the trust relationship between supervisors and employees is also challenged. The general relationship of "netizens" makes teleworkers have to communicate more actively and obtain emotional support through different modes such as phone calls and video activities to seek a balance. Finally, telework represents for teleworkers the autonomy of expanding work, a more comfortable working environment, and a work model that can take into account the family, all of which could not be presented in the past work environment. Due to the COVID-19 pandemic, companies and employees will no longer be unfamiliar with telework. Therefore, telework may bring flexibility to work arrangements and create new opportunities for work-life balance.
關鍵字(中)	★ 工作與生活平衡 ★ 新冠肺炎 ★ 電傳勞動 ★ Ｚ世代	關鍵字(英)	★ Work-life balance ★ COVID-19 ★ Telework ★ Generation Z
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 2 第三節、研究問題 2 第四節、名詞釋義 3 第二章 文獻探討 4 第一節、電傳勞動的實施 4 壹、電傳勞動之概念發展 4 貳、電傳勞動之實施要素 6 參、電傳勞動之正向特性與阻礙 9 第二節、電傳勞動的正向特性與工作生活平衡 11 壹、企業組織管理視角 11 貳、電傳勞動者視角 12 第三節、電傳勞動的阻礙與工作生活平衡 14 壹、工作與生活平衡之理論取向 14 貳、工作與生活平衡的實施 16 參、電傳勞動的阻礙對工作生活平衡的影響 18 第四節、歸納與探討 20 壹、企業組織資源豐富性對電傳勞動實施之影響 20 貳、彈性的工作安排帶來工作生活平衡面向的影響 21 參、人際關係維繫與建立困難對工作生活平衡之影響 21 第三章 研究方法 23 第一節、研究方法與對象 23 第二節、研究流程 26 第三節、研究限制 29 第四節、研究倫理 30 第四章 研究結果與討論 31 第一節、個案企業電傳勞動之實施規劃 31 壹、實施契機 31 貳、設備提供與組織支持 32 參、管理機制 34 肆、存續思維 39 第二節、Z世代個案從事電傳勞動之正向特性與平衡需求 43 壹、疫情期間電傳勞動之正向特性需求 43 貳、工作與生活平衡需求 47 第三節、個案企業實施電傳勞動之阻礙 52 壹、企業組織視角之阻礙 52 貳、電傳勞動者視角之阻礙 56 第四節、歸納與探討 68 壹、檢視個案企業電傳勞動之實施規劃 68 貳、Z世代個案從事電傳勞動之正向特性需求與工作生活平衡 69 參、個案企業實施電傳勞動之阻礙與工作生活平衡 70 第五章　結論與建議 73 第一節、結論 73 第二節、建議 74 參考文獻 77 附錄一、受僱者訪談大綱 86 附錄二、企業主管訪談大綱 87
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指導教授	潘世偉 林文政	審核日期	2022-6-17
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