| dc.description.abstract | 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. | en_US |