DSpace collection: 博碩士論文

混合辦公對組織承諾之影響—以工作生活平衡為中介變項;The Impact of Hybrid Work on Organizational Commitment: The Mediating Role of Work-Life Balance

Fri, 06 Mar 2026 10:14:55 GMT

title: 混合辦公對組織承諾之影響—以工作生活平衡為中介變項;The Impact of Hybrid Work on Organizational Commitment: The Mediating Role of Work-Life Balance abstract: 本研究旨在探討混合辦公對員工組織承諾之影響，並進一步檢驗工作生活平衡在其中所扮演之中介角色，以及工作自主性與家庭支持於混合辦公與工作生活平衡關係中的調節效果。研究假設混合辦公可提升員工之工作生活平衡，進而影響其組織承諾。本研究採用問卷調查法，針對具混合辦公經驗之在職員工進行資料蒐集，共回收 353 份有效樣本。問卷內容涵蓋混合辦公、工作生活平衡、工作自主性、家庭支持與組織承諾等構面，並納入性別、婚姻狀況與每週工作天數等人口統計變項作為控制變項。研究資料以 SPSS 進行敘述性統計與信效度分析，並透過 PROCESS Macro 進行中介與調節效果之檢定。研究結果顯示，混合辦公對工作生活平衡具有顯著正向影響；此外，混合辦公對組織承諾亦呈現顯著正向關聯。進一步分析發現，工作生活平衡在混合辦公與組織承諾之間具有顯著的部分中介效果，顯示混合辦公可透過改善員工的工作與生活協調狀態，間接影響其組織承諾。惟在全樣本分析中，工作自主性與家庭支持對混合辦公與工作生活平衡之關係未呈現顯著調節效果。整體而言，本研究補充了混合辦公影響員工態度之實證證據，並凸顯工作生活平衡在混合辦公情境中所扮演之關鍵機制角色。實務上，組織在推動混合辦公制度時，除制度設計本身外，亦應重視有助於促進員工工作生活平衡之管理措施，以強化員工對組織的認同與投入。 ;This study aims to examine the impact of hybrid work on employees’ organizational commitment, while further investigating the mediating role of work–life balance and the moderating effects of job autonomy and family support on the relationship between hybrid work and work–life balance. It is hypothesized that hybrid work enhances employees’ work–life balance, which in turn influences their organizational commitment. A questionnaire survey was conducted among employees with hybrid work experience in Taiwan, yielding 353 valid responses. The survey measured five constructs: hybrid work, work–life balance, job autonomy, family support, and organizational commitment. Demographic variables, including gender, marital status, and weekly working days, were included as control variables. Data were analyzed using SPSS for descriptive statistics and reliability and validity assessments, and the PROCESS Macro was employed to test the mediating and moderating effects. The results indicate that hybrid work has a significant positive effect on work–life balance and is positively associated with organizational commitment. Further mediation analysis reveals that work–life balance plays a significant partial mediating role in the relationship between hybrid work and organizational commitment, suggesting that hybrid work indirectly influences organizational commitment by improving employees’ ability to balance work and personal life. However, the moderating effects of job autonomy and family support on the relationship between hybrid work and work–life balance were not supported in the full-sample analysis. Overall, this study contributes empirical evidence to the literature on hybrid work by clarifying its influence on employee attitudes and highlighting the critical role of work–life balance as an underlying mechanism. From a practical perspective, organizations implementing hybrid work arrangements should focus not only on work design but also on management practices that facilitate employees’ work–life balance, thereby strengthening their organizational commitment.

組織溝通對員工離職傾向之影響：以變革壓力、組織認同與組織支持為中介變項及關懷式領導的調節作用

Fri, 06 Mar 2026 10:14:52 GMT

title: 組織溝通對員工離職傾向之影響：以變革壓力、組織認同與組織支持為中介變項及關懷式領導的調節作用 abstract: 面對局勢動盪、人工智慧技術革新及多世代職場的挑戰，組織變革已成為常態，而員工的去留亦是人力資源管理的重要議題。本研究建構一整合研究模型，旨在探討組織溝通對員工離職傾向的影響機制，納入變革壓力、組織認同與組織支持等多重心理歷程為中介變項，並進一步檢驗關懷式領導的調節作用，以理解組織溝通如何影響員工離職傾向。本研究採網路問卷匿名調查方式，針對近一年有組織變革經歷的在職者進行資料收集，共回收有效問卷 205 份。結果顯示，組織溝通顯著負向影響變革壓力，並正向影響組織認同與組織支持。此三變項在組織溝通與離職傾向間扮演完全中介角色，調節效果上，關懷式領導顯著調節「組織認同」與「離職傾向」的關係，高關懷領導能強化高組織認同者降低離職的效果；然而對變革壓力與組織支持路徑的調節未顯著。本研究證實組織溝通非直接影響離職傾向，而是透過降低變革壓力、提升組織認同與支持的多重中介路徑發揮作用。組織變革情境中，高品質的雙向溝通與關懷式領導風格，可有效降低人才流失。;This study examines the psychological mechanisms linking organizational communication to turnover intention. We propose an integrated research model incorporating multiple mediators: Change-Related Stress, Organizational Identification, and Perceived Organizational Support. Furthermore, the moderating role of Consideration Leadership on these relationships is also investigated. Data were collected from 205 valid responses via an anonymous online questionnaire, targeting employees who had experienced organizational change within the past year. Results showed that Organizational Communication negatively impacted Change-Related Stress and positively influenced both Organizational Identification and Perceived Organizational Support. These three psychological variables fully mediated the relationship between Organizational Communication and Turnover Intention. Moderation analysis revealed that Consideration Leadership significantly strengthens the effect of high Organizational Identification in reducing Turnover Intention. However, no significant moderating effects were found on the pathways involving Change-Related Stress or Perceived Organizational Support. This study confirms that organizational communication does not directly affect turnover intention; instead, it operates through multiple mediating pathways reducing change-related stress, enhancing organizational identification, and increasing perceived support. In the context of organizational change, high-quality two-way communication and consideration leadership style are effective strategies in reducing talent loss.

台灣保全業人員招募困境及因應對策之研究

Fri, 06 Mar 2026 10:14:49 GMT

title: 台灣保全業人員招募困境及因應對策之研究 abstract: 本文旨在深入探討台灣保全業面臨的基層駐衛保全人員招募困境，並嘗試以多元視角提出具體因應策略。當前，少子化與高齡化的人口結構變遷，已導致保全業基層勞動力供給嚴重短缺；加以高工時、低薪資與負面社會形象等問題交織，使產業陷入「難招募、難留任」的自我耗損的循環，嚴重威脅其服務品質與永續發展。為探究問題核心，研究採用質性研究法，深度訪談了已有多年經驗的保全業經營者與犯罪防治、物業管理領域的專家學者，藉此整合保全業界實務經驗與學術專業見解。另外，也由勞方視角解讀研究結果，以驗證其可行性。研究發現，問題的癥結在於保全業普遍陷入「競標模式」的枷鎖。此模式將保全服務的價值簡化為人力的派遣，而非專業的安全服務，從而限制了薪資成長與專業發展的空間。因此，保全產業轉型的樞紐在於掙脫低價競爭，將定位從「類人力派遣」回歸到「專業安全服務」的本質。唯有建立新的價值共識，提升產業的專業形象與待遇，才能從根本上解決招募困境，促進保全產業的整體健康發展。另外，研究也指出，未來可藉由升級舊建築的智慧化設備，以及在新建築前期規劃時，利用有效的空間設計與導入智慧建築概念來減少人力配置，以解決保全業的人力短缺問題。;This study aims to conduct an in-depth investigation into the persistent recruitment difficulties for entry-level personnel within Taiwan′s security sector, proposing concrete responsive strategies from diverse viewpoints. The industry currently faces a critical labor supply shortage, exacerbated by demographic transitions characterized by a low birthrate and an aging population. This situation is compounded by endemic problems, including excessive working hours, low remuneration, and a poor societal image, which have mired the sector in a vicious cycle of being "difficult to recruit and difficult to retain." This predicament poses a significant threat to both service quality and the industry′s long-term sustainability. Employing a qualitative research methodology, this study explores the core of the problem through in-depth interviews with seasoned security firm operators and scholarly experts in criminology and property management, thereby synthesizing practical industry experience with academic perspectives. Additionally, the research findings are also interpreted from the labor perspective to verify their feasibility.A key finding is that the issue′s nexus lies in the industry′s pervasive entrapment within a "low-price bidding model." This paradigm devalues security work, reducing it to a form of manpower dispatch rather than a professional service, consequently constraining salary growth and career advancement. Consequently, the pivot for the security industry′s transformation hinges upon moving beyond low-price competition to reclaim its identity as a provider of "professional security services" rather than "quasi-manpower dispatch." The fundamental resolution of the recruitment crisis and the promotion of the sector′s overall healthy development can only be achieved by forging a new consensus on value and elevating the industry′s professional image and remuneration. In addition, studies also suggest that the industry′s labor shortage can be mitigated in the future. This can be accomplished by retrofitting existing buildings with intelligent systems and, during the preliminary design phase of new constructions, leveraging effective spatial planning and smart-building concepts to minimize the need for human personnel.

2030雙語政策對本⼟企業⼈資策略的影響

Fri, 17 Oct 2025 03:00:37 GMT

title: 2030雙語政策對本⼟企業⼈資策略的影響 abstract: 本研究旨在探討「2030雙語政策」對台灣本土企業人力資源部門所造成的影響與挑戰。在臺灣推動 2030成為雙語國家的願景下，政府自2021年啟動「2030雙語政策」，期望透過教育、行政與產業等多層面改革，培養全民的英語使用能力。雖然政策倡議明確指出需建構企業的英語友善職場，但在實務執行層面，對於企業該如何調整內部制度、培訓資源與人力策略，中央政策並未提供具體可行的落地指南，特別是對本土企業而言。面對政府政策所帶來的語言能力標準與學習推動壓力，本土企業人資部門在招募條件、員工培訓、升遷制度及組織文化等面向皆受到影響。為深入理解企業在政策落實過程中的實際情形與應對策略及轉型成果，本次研究採取質性訪談方式，分別針對五家本土企業之人資主管進行深度訪談，收集其公司及個人對政策認知、執行挑戰與制度調整的觀察。作為長期在本土企業擔任人資工作的實務從業者，深刻感受到這項政策對人力資源部門帶來的多重壓力。從員工語言培訓的參與率、招募條件的需求及調整，到升遷制度是否搭配語言力的納管設計，每一個環節看似都是人力資源管理上的挑戰甚至優化，但在現場執行時，卻常出現文化排擠、資深員工焦慮、部門推動力不足…等現象。而身為一位目前正在職攻讀人力資源研究所的學生，也期待能透過學術角度重新整理這些實務經驗，並釐清政策背後的設計制度邏輯與現場之間的落差。因此，本研究透過深入訪談五家本土企業中，實際負責制度規劃與外語能力提升政策落地的人力資源主管，研究對象聚焦於具備制度操作經驗與政策回應脈絡的人資實務者，即實際參與過企業內部語言政策推動、訓練資源規劃或相關制度設計之中高階人力資源主管，從真實職場運作的視角出發，探討2030雙語政策在企業端所帶來的實質影響與挑戰。透過訪談所得的第一線觀察與回饋，進一步反思：這項看似進步的語言政策，究竟能否為本土企業帶來正向改變？亦或因制度標準與文化現實之間的落差，反而引發人才排擠與組織壓力等潛在風險？本次研究發現，本土企業對於語言政策的回應呈現產業差異與制度成熟度的落差。金融業普遍具備策略調整能力，能較早整合語言力於招募新進人員或儲備幹部制度中，科技製造業則以任務導向與非正式學習為主，呈現去制度化但實用性強的應對方式。人力資源部門在落實語言能力提升政策時，需要扮演居中調配的關鍵角色，不僅需要解讀政策背後所未清楚明示的目標，亦須考慮如何平衡內部組織文化、適度給予員工壓力推進學習意願與設計升遷條件的公平性。本研究指出，2030雙語政策的落實效果在本土企業端不一，政策設計仍需更細緻的產業分類與配套指引，以避免企業為標準化語言門檻反而產生人才排擠效應。建議未來政府可提供更多模組化資源，並建立與企業協作的彈性治理機制，使政策與產業實務更有效接軌。 ;This study aims to explore the impacts and challenges brought by Taiwan’s "2030 Bilingual Policy" on the human resources (HR) departments of domestic enterprises. As part of the national vision to become a bilingual country by 2030, the government launched the policy in 2021 to enhance citizens’ English proficiency through reforms across education, administration, and industry. Although the policy clearly calls for the creation of English-friendly workplaces, it provides limited practical guidance for how enterprises—particularly local firms—should adjust their internal systems, training resources, and HR strategies to respond accordingly. Facing the policy’s pressure to standardize language competency and promote language learning, HR departments in local companies have been affected in various aspects such as recruitment criteria, employee training, promotion systems, and organizational culture. To better understand how enterprises respond to and adapt under the implementation of the policy, this research adopts a qualitative approach, conducting in-depth interviews with HR managers from five domestic companies to collect first-hand insights on policy interpretation, implementation challenges, and institutional adjustments. As a practitioner with extensive HR experience in local enterprises, the researcher has personally witnessed the multiple layers of pressure brought about by the policy. From participation rates in language training and adjustments in recruitment conditions to whether promotion systems incorporate language competency, each element presents both a challenge and an opportunity for HR management. However, in practice, issues such as cultural exclusion, senior employee anxiety, and insufficient departmental momentum frequently arise. As a current graduate student in HR studies, the researcher also aims to reflect upon these field experiences from an academic perspective, in order to clarify the gap between policy design and real-world practice. This study investigates how HR managers—who are directly responsible for institutional planning and the localization of language enhancement policies—interpret and implement the 2030 Bilingual Policy in actual workplace contexts. The findings highlight that although the policy is intended as a progressive reform, its application may not necessarily generate positive outcomes for local enterprises. Instead, discrepancies between standardized expectations and workplace realities may lead to unintended consequences such as talent exclusion or organizational strain. The study reveals sectoral differences and variations in institutional readiness among local enterprises in response to the policy. Financial institutions tend to have more strategic capacity to integrate language skills into recruitment or management trainee systems early on, while technology and manufacturing companies often adopt task-oriented or informal learning approaches that are less structured but practically effective. HR departments play a crucial intermediary role, not only in interpreting ambiguous policy goals but also in balancing internal cultural dynamics, motivating employee learning, and designing fair promotion criteria. In conclusion, the implementation of the 2030 Bilingual Policy varies widely across local enterprises, and the current policy framework lacks sufficient industry-specific differentiation and practical guidance. The study recommends that the government provide more modular resources and develop flexible governance mechanisms in collaboration with enterprises to enhance policy-practice alignment and reduce the risk of counterproductive outcomes in the workplace.