彈性工作制度對員工工作績效及離職傾向的影響

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/97183

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Title:	彈性工作制度對員工工作績效及離職傾向的影響
Authors:	徐佩麗;Pei-Li, Hsu
Contributors:	人力資源管理研究所在職專班
Keywords:	彈性工作制度;世代差異;邊界控制;區隔偏好;工作態度;工作績效;Flexible Work Arrangements;Generational Differences;Boundary Control;Segmentation Preferences;Work Attitudes;Work Performance
Date:	2025-06-17
Issue Date:	2025-10-17 10:56:08 (UTC+8)
Publisher:	國立中央大學
Abstract:	隨著台灣勞動市場面臨結構性缺工與高齡化問題，企業在人才招募與留任上壓力遽增，加上疫情之後遠距與彈性工作型態快速普及，彈性工作制度逐漸被視為提升組織競爭力及吸引人才的重要管理工具。尤其對於Z世代等年輕世代而言，工作安排是否具備彈性、自主性與意義性，已成為決定是否投入與留任的重要考量。因此，本研究以台灣在職員工為對象，探討彈性工作制度對工作投入、工作滿意度、工作績效與離職傾向之影響，並進一步檢視不同世代、邊界控制、職家衝突與區隔偏好之調節作用。本研究共收集兩時點配對樣本共180份，採用量化方法與JASP統計軟體分析進行假說驗證。研究結果顯示：(1)彈性工作制度對員工工作投入與工作滿意度具正向影響，進而提升工作績效並降低離職傾向；(2)工作投入在彈性工作制度與工作績效之間具顯著中介效果，而工作滿意度則在彈性制度與離職傾向之間具中介效果；(3)邊界控制能力會正向調節彈性制度對工作投入的影響，當員工具備較高邊界管理能力時，其工作投入提升幅度顯著；(4)彈性工作制度、世代與區隔偏好間的三階交互作用對員工的工作投入程度呈正向顯著影響，Z世代且低區隔偏好的員工對彈性制度反應最為強烈，工作投入提升幅度最大。綜合研究結果可知，企業若欲透過彈性工作制度提升員工績效與降低離職率，應重視中介變項的作用，並根據不同員工之屬性(如世代、邊界控制能力與區隔偏好)進行差異化制度設計與配套規劃，以強化其制度效益，實現人力資源管理策略與組織永續目標之整合。 ;Facing the trend of labor shortages and population aging, Taiwanese organizations are under increasing pressure to attract and retain talent. The rise of remote and flexible work arrangements has made Flexible Work Arrangements (FWA) a strategic HR tool to attract high quality talents. Particularly for Generation Z, flexibility, autonomy, and work meaningfulness are key factors determining whether they may engage in their job or stay in an organization. This study examines the effects of FWA on work engagement, job satisfaction, work performance, and turnover intention among Taiwanese employees. By collecting data with a two-wave survey (N = 180) and using JASP for statistical analysis, the present results show that: (1) FWA positively influences employee’s work engagement and job satisfaction, in the meantime also leads to higher job performance and lower turnover intention; (2) work engagement and job satisfaction mediate these relationships; (3) boundary control moderates the effect of FWA on engagement; and (4) a three-way interaction among FWA, generation, and segmentation preference shows Gen Z with low segmentation preference respond to the application of FWA most favorably. The current findings suggest that tailoring FWA based on employee’s level of boundary control and segmentation preferences can enhances performance and retention intention while supporting sustainable HR strategies.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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