混合工作模式對員工敬業度的影響--以知覺組織支持與組織認同為序列中介變項

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蕭琦(Chi Hsiao) 查詢紙本館藏

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人力資源管理研究所

論文名稱

混合工作模式對員工敬業度的影響--以知覺組織支持與組織認同為序列中介變項
(The effect of hybrid working models on employee engagement – Sequentially mediation model of perceived organizational support and organizational identification)

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摘要(中)

隨著世界性的新冠疫情已經消退，加上網路科技發達的加持，混合工作模式 (Hybrid Working)儼然成為許多組織持續採納的工作方式。在此種模式下，員工可以在辦公室和遠程工作之間靈活切換，亦為員工提供更多的自主權和工作地點的彈性。
然而，混合工作模式可能會對員工敬業度產生影響，本篇碩士論文研究透過過往實際文獻所探討出的研究結果，結合發放網路問卷給予台灣目前仍正進行混合工作模式的員工，來深入瞭解在疫情後各企業持續推行混合工作模式 (Hybrid Working)之下，對於員工敬業度(Employee Engagement)的影響，其中以知覺組織支持(Perceived Organizational Support, POS)與組織認同(Organizational Identification)為序列中介進行研究:知覺組織支持和組織認同在混合工作模式對員工敬業度的影響中起了明確的序列中介作用。本研究發現，當員工感知到組織對他們的支持以及當員工對組織有較高的歸屬和認同感時，員工敬業度會增加。
本研究探究了混合工作模式對員工敬業度之影響，並發現知覺組織支持和組織認同在其中的作用。這些結果可作為未來組織管理者在制定公司工作方針時的參考，以提升組織的績效和凝聚力。最後，本研究提出了一些研究限制以及未來可延伸的研究方向，包括擴大樣本的規模和深度，以及進一步探討其他可能影響員工敬業度的因素。

摘要(英)

As the global COVID-19 has subsided and with the blessing of advanced network technology, “Hybrid Working” has become a way of working that many organizations continue to adopt. Under this model, employees can smoothly switch between office and “Work From Home”, and it also provides employees with more autonomy and flexibility in their work location.
However, the hybrid working may have an impact on employee engagement. This master′s thesis reviews the research results of past actual literature and combines the distribution of online questionnaires to employees in Taiwan who are still using the hybrid working model to gain in-depth research. Understand the impact on employee engagement as companies continue to implement hybrid working after the epidemic, in the order of perceived organizational support (POS) and organizational identification mediating research: perceived organizational support and organizational identification play important mediating roles in the impact of hybrid working models on employee engagement. This study found that employee engagement will increase when employees perceive that the organization supports them and when employees have a high sense of belonging and identification with the organization.
This thesis explores the influence of hybrid working models on employee engagement and discovers the role of perceived organizational support and organizational identification. These results can provide a reference for managers of future organizations. The hybrid working model can provide more organizational support, promote employees′ identification with the organization and thereby improve the organization′s performance and centripetal force.
Finally, this thesis also puts forward the limitations and the directions for future
research expansion, expanding the quality and quantity of the sample, and further exploring other factors that may affect employee engagement.

關鍵字(中)

★ 混合工作模式
★ 員工敬業度
★ 知覺組織支持
★ 組織認同

關鍵字(英)

★ Hybrid Working
★ Employee Engagement
★ Perceived Organizational Support
★ Organizational Identification

論文目次

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 混合工作模式(Hybrid Working) ......................5
2-2 知覺組織支持(Perceived Organizational Support, POS).....7
2-3 組織認同(Organizational Identification) ...............9
2-4 員工敬業度(Employee Engagement)........................10
2-5 各變項之間關係..........................................11
第三章研究方法 .......................................18
3-1 研究架構..........................................18
3-2 研究假設..........................................18
3-3 研究對象..........................................20
3-4 研究變項之操作與衡量................................21
3-5 資料蒐集與分析方法..................................25
第四章研究結果 .......................................26
4-1 樣本敘述性統計分析...........................26
4-2 信度與效度分析...............................28
4-3 相關分析....................................31
4-4 迴歸分析與假說驗證............................32
第五章結論與建議 ................................35
5-1 研究結論...................................35
5-2 研究貢獻與管理意涵...........................39
5-3 研究限制及建議..............................40
參考文獻 ......................................41
附錄 .........................................45

參考文獻

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指導教授

陳明園(Ming-Yuan Chen)

審核日期

2025-2-4

推文