遠距工作對員工敬業度之影響— 以工作滿意度為中介變項

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論文名稱

遠距工作對員工敬業度之影響— 以工作滿意度為中介變項

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摘要(中)

本研究旨在探討遠距工作之頻率對於員工敬業度的影響，並以工作滿意度（外在滿意度、內在滿意度）作為中介效果。遠距工作的頻率對於員工敬業度有正向的影響，當員工每週遠距工作的頻率越高時，員工對於其工作投入的程度會越高。而遠距工作的頻率對工作滿意度也有正向的影響，當員工每週遠距工作的頻率越高時，員工對於他身處的工作環境、與同事與主管之間的關係，以及工作本身，都抱有更高的滿意度。本研究將工作滿意度區分為外在滿意度與內在滿意度，並試圖探討兩者分別在員工遠距工作之頻率至員工敬業度之間所產生的中介效果。
在管理實務上，為因應現今世代的工作者需求，本研究建議企業應改變過去將遠距工作模式視為是「福利」的作法，將遠距工作模式納入常態性的工作型態，例如可嘗試實施「混合辦公模式」，遠距與實體工作模式並行的型態，並制定相對應的措施與配備所需要軟硬體設備。許多企業在嘗試實施遠距工作模式時，遭遇了許多的挫折，皆是因為前期的準備不夠完善：不論是主管的心理建設，亦或是員工配備的公務用設備。

摘要(英)

The purpose of this study is to investigate the impact of the frequency of remote work on employee engagement, with job satisfaction (external satisfaction and internal satisfaction) as the mediator. The frequency of remote work has a positive effect on employee engagement. When employees engage in remote work more frequently per week, they tend to be more committed to their work. Additionally, the frequency of remote work has a positive impact on job satisfaction. As employees engage in remote work more frequently per week, they tend to have higher levels of satisfaction with their work environment, relationships with colleagues and supervisors, and the work itself. This study distinguishes job satisfaction into external satisfaction and internal satisfaction, and attempts to explore the mediating effects of each on the relationship between the frequency of remote work and employee engagement.

In terms of management practice, in response to the needs of today′s workforce, this study suggests that companies should change the past approach of viewing remote work as a "benefit" for employees. Instead, companies should incorporate remote work into the normal work model, such as implementing a "hybrid working model" where remote and on-site work coexist, and developing corresponding measures and equipment needs. Many companies have encountered difficulties in implementing remote work, largely due to inadequate preparation in areas such as psychological preparation for managers or equipping employees with the necessary hardware and software.

關鍵字(中)

★ 遠距工作
★ 工作滿意度
★ 外在滿意度
★ 內在滿意度
★ 員工敬業度

關鍵字(英)

論文目次

目錄.....................................................iii
圖目錄....................................................v
表目錄...................................................vi
第一章緒論............................................1
第一節研究背景........................................1
第二節研究目的與問題..................................1
第二章文獻探討........................................4
第一節遠距工作........................................4
第二節員工敬業度......................................6
第三節工作滿意度......................................7
第四節遠距工作與員工敬業度之關係.....................10
第五節遠距工作與工作滿意度之關係.....................11
第六節工作滿意度與員工敬業度之關係...................13
第三章研究方法.......................................16 第一節研究架構與假設.................................16
第二節研究假說.......................................16
第三節研究對象及抽樣方法.............................17
第四節研究工具.......................................17
第四章研究結果.......................................19
第一節描述性統計.....................................19
第二節信度與驗證性因素分析...........................20
第三節相關分析.......................................22
第四節研究假說模型驗證...............................23
第五節研究結果彙整...................................25
第五章結論與建議.....................................26
第一節研究結果與討論.................................26
第二節管理意涵.......................................28
第三節研究限制與建議.................................29
參考文獻.................................................30
一、中文部分.......................................30
二、英文部分.......................................30 三、網路文獻.......................................36
附錄.....................................................39

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指導教授

鄭晉昌

審核日期

2023-6-29

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