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

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題名:	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
作者:	楊沛晨;Yang, Pei-Chen
貢獻者:	人力資源管理研究所在職專班
關鍵詞:	混合辦公;工作生活平衡;組織承諾;工作自主性;家庭支持;Hybrid work;Work-life balance;Organizational commitment;Job autonomy;Family support
日期:	2025-12-22
上傳時間:	2026-03-06 18:14:55 (UTC+8)
出版者:	國立中央大學
摘要:	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.
顯示於類別:	[人力資源管理研究所碩士在職專班 ] 博碩士論文

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