工作績效及工作生活平衡-遠距辦公情境

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姓名

黃慧家(Hui-Chia Huang) 查詢紙本館藏

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企業管理學系在職專班

論文名稱

工作績效及工作生活平衡-遠距辦公情境
(Job Performance and Work-life Balance Work from Home Situation)

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摘要(中)

摘要
近年來隨著網際網路及通訊設備的進步，使得辦公型態有所改變，遠距辦公 (Remote work)為一股全新的潮流。尤其近年來，嚴重特殊傳染性肺炎(COVID-19)肆虐全球，幾乎沒有一個國家能夠避免疫情傳播至國內。為了預防病毒快速擴散，多個國家政府訂立相關辦法使人民能減少接觸，其中包含鼓勵企業實施遠距辦公，使人民能減少通勤或是辦公室的接觸。然而在新冠肺炎受到控制後，國內外有諸多企業實施遠距辦公。在遠距辦公漸為主流的世代，觀察員工在工作面及生活面各受到的影響，為本研究所要探討的主題。本研究採用問卷調查法，共回收575份問卷，以結構方程模型進行研究假說分析結果。經過實證本研究分析結果發現，遠距辦公下，員工的工作生活平衡與工作績效呈正相關。再者，給予員工工作自主性不只可提升員工的工作生活平衡，以可提升員工的工作績效；人際信任及組織支持可以提升員工的工作績效。除此之外，藉由工作自主性及組織支持可提升員工的社會互動，並且經由社會互動的提升，可使員工工作績效增加。本研究的研究成果能提供已施行遠距辦公的企業，或是預計要將遠距辦公納入考量的企業，提供制定遠距辦公規定的參考方向與建議。

關鍵字: 遠距辦公、工作自主性、人際信任、組織支持、社會互動、工作生活平衡、工作績效

摘要(英)

Abstract
In recent years, with the advancement of the Internet and communication equipment, the type of working has changed, and remote work is a new trend. Especially in recent years, COVID-19 is raging around the world, and almost no country can avoid the spread of the epidemic to the country. In order to prevent the rapid spread of the virus, the governments of many countries have formulated relevant measures to reduce contact of each, including encouraging companies to implement remote work, so that people can reduce commuting or office contact. However, even though COVID-19 has been under control, many companies are implementing remote work. In a generation where remote work is becoming more mainstream, observing the impact of employees on both work and life aspect is the subject of this study. A total of 575 questionnaires were collected in this study, and a structural equation model was used to analyze the research hypothesis. Through empirical analysis, this study found that employees′ work-life balance was positively correlated with job performance under remote working conditions. Furthermore, giving employees job autonomy can not only improve employees′ work-life balance but also improve job performance. Interpersonal trust and organizational support can improve job performance. In addition, employees′ social interaction can be enhanced through job autonomy and organizational support. Through the improvement of social interaction, employees′ work performance can be increased. The research results of this study can be provided to enterprises that have implemented remote work, or companies that are expected to take remote work into consideration, and provide reference directions and suggestions for formulating remote work regulations.

Keywords: Remote work, Job autonomy, Interpersonal Trust, Organizational Support, Social Interaction, Work-life Balance, Job Performance

關鍵字(中)

★ 遠距辦公
★ 工作自主性
★ 人際信任
★ 組織支持
★ 社會互動
★ 工作生活平衡
★ 工作績效

關鍵字(英)

★ Remote work
★ Job autonomy
★ Interpersonal Trust
★ Organizational Support
★ Social Interaction
★ Work-life Balance
★ Job Performance

論文目次

目錄
摘要 I
Abstract II
誌謝 III
圖目錄 VI
表目錄 VI
第一章緒論 1
1.1研究背景與動機 1
1.2研究目的 3
1.3研究流程 4
第二章文獻探討 5
2.1遠距辦公 5
2.2遠距辦公互動情境 6
2.2.1工作自主性 6
2.2.2人際信任 7
2.2.3組織支持 8
2.2.4社會互動 9
2.3工作生活平衡 10
2.4工作績效 11
第三章研究方法 12
3.1研究架構與假設界定 12
3.2研究變數操作型定義及問項設計 18
3.3統計方法分析 23
3.3.1樣本資料分析 23
3.3.2 信度檢定 23
3.3.3 效度檢定 23
3.3.4 假設驗證 24
第四章資料分析與研究討論 28
4-1 樣本基本資料分析 28
4-2 研究構面敘述性統計分析 30
4-3測量模型之信效度分析 32
4-3-1信度分析 32
4-3-2效度分析 33
4-4 結構模型路徑分析 37
4-4-1研究模型與模型配適度檢定 37
4-4-2路徑分析與實證討論 38
第五章結論與建議 43
5.1研究結論 43
5.2 研究意涵 44
5.2.1學術意涵 44
5.2.2實務建議 46
5.3 研究限制與後續建議 47
參考文獻 49
附錄問卷 54

圖目錄
圖 1研究流程 4
圖 2 研究架構 12
圖 3 研究架構 38

表目錄
表1遠距辦公互動情境之操作型定義及問項 18
表2遠距辦公互動情境之操作型定義及問項(續) 19
表3遠距辦公之操作型定義及問項 20
表4遠距辦公之操作型定義及問項(續) 21
表5社會互動之操作型定義及問項 22
表6配適指標參考值 25
表7人口統計變項資料 29
表8問項平均數統計表 30
表9各構面之信度分析表 33
表10驗證性因素分析表 34
表11變數區別效度分析矩陣 36
表12結構模型之整體模型配適度 37
表13整體模型假說驗證彙整表 38
表14整體模型假說驗證彙整表(續) 39

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指導教授

洪秀婉(Shiu-Wan Hung)

審核日期

2022-9-21

推文