| 摘要: | 2004年聯合國發佈《Who Cares Wins》報告，ESG成為企業經營的評估指標。而當中「S」社會責任當中，標示企業須重視員工安全與身心健康。2015年時，更進一步宣布「2030永續發展目標」（Sustainable Development Goals, SDGs），指引全球共同努力邁向永續。其中的17項目標當中，包含了確保身心健康以及讓每個人都有一份好工作。因此工作與身心健康已經成為企業在公司治理上重要的環節。尤其員工壓力與利潤追求之間的平衡，是現代企業的重點議題。
本研究以勞動部於107 年 5 月辦理「勞工生活及就業狀況調查」之勞工生活、就業狀況，探討勞資雙方都亟需找出解方的加班與工作壓力平衡關係。發現員工自發性的內在動機，以及資方為促使員工加班創造績效，而實施之獎勵措施，即外在動機，均能調節員工工作壓力程度。將因為加班而導致的工作壓力，出現負向的影響。內外在動機確實能減弱加班而出現的工作壓力。
;In 2004, the United Nations released the "Who Cares Wins" report, marking ESG (Environmental, Social, and Governance) criteria as assessment indicators for corporate operations. Within the "S" (Social) aspect of corporate social responsibility, it emphasizes the importance for companies to prioritize employee safety and well-being. Furthermore, in 2015, the announcement of the "2030 Sustainable Development Goals (SDGs)" provided a framework guiding global efforts towards sustainability. Among the 17 goals outlined, ensuring mental and physical health and promoting decent work for all are included. Consequently, the integration of work and mental well-being has become a crucial component in corporate governance. Particularly, achieving a balance between employee stress and profit pursuit has become a focal point in modern business discourse.
This study explores the relationship between overtime work and work stress, for which both labor and management urgently need to find solutions, based on "Survey on Labor and Employment Conditions" conducted by the Ministry of Labor in May 2018, government surveys on labor living conditions and employment status. It was found that both intrinsic motivation, stemming from employees themselves, and extrinsic motivation, driven by management to incentivize overtime for performance, could moderate the level of work stress experienced by employees. The study reveals a negative impact of work stress resulting from overtime. Both intrinsic and extrinsic motivations indeed mitigate the work stress induced by overtime. |
