| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 石亦芳 | zh_TW |
| DC.creator | Yi-Fang Shih | en_US |
| dc.date.accessioned | 2024-7-4T07:39:07Z | |
| dc.date.available | 2024-7-4T07:39:07Z | |
| dc.date.issued | 2024 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:444/thesis/view_etd.asp?URN=110427019 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 員工的高工作敬業度可以為公司帶來高績效等正面影響，因此企業希望員
工具備高工作敬業度。然而，研究顯示工作敬業度在各年齡層中皆呈現下滑趨勢，尤以Y世代及Z世代為甚。為提高新世代工作者的工作敬業度，企業可採取相應措施，其中工作生活平衡為Y及Z世代相當重視的條件。因此，本研究旨在探討工作生活平衡與工作敬業度之關係，並探討工作自主性、知覺主管支持及正向情感特質對其間關係的調節效果。
本研究的研究對象為台灣地區的Y世代和Z世代新世代工作者。在剔除無
效問卷後，共收回了428份有效問卷。
依據研究結果，可以得出以下結論：
1. 工作生活平衡與新世代工作者之工作敬業度有正向關係。
2. 工作自主性會正向調節新世代工作者工作生活平衡與工作敬業度的關係。
3. 知覺主管支持會正向調節新世代工作者工作生活平衡與工作敬業度的關係。
4. 正向情感特質不會正向調節新世代工作者工作生活平衡與工作敬業度的關係。 | zh_TW |
| dc.description.abstract | Employees′ high work engagement can bring positive effects such as high performance to the company. Therefore, companies hope that employees have high work engagement. However, research shows that work engagement is declining
across all age groups, especially among Generations Y and Z. To improve the work engagement of new-generation workers, companies can take corresponding measures, among which work-life balance is a condition that Generation Y and Z attach great importance to. Therefore, this study explores the relationship between work-life balance and work engagement, and the moderating effects of job autonomy, perceived supervisor support, and positive affectivity on the relationship.
The study population of this research consists of Generation Y and Z workers in Taiwan. After excluding invalid questionnaires, a total of 428 valid questionnaires were collected.
Based on the research results, the following conclusions can be drawn:
1. Work-life balance has a positive impact on work engagement of new-generation workers.
2. Job autonomy has a positive moderating effect on work-life balance and work engagement of new-generation workers.
3. Perceived supervisor support has a positive moderating effect on work-life balance and work engagement of new-generation workers.
4. Positive affectivity has no moderating effect on work-life balance and work engagement of new-generation workers. | en_US |
| DC.subject | 新世代 | zh_TW |
| DC.subject | 工作生活平衡 | zh_TW |
| DC.subject | 工作敬業度 | zh_TW |
| DC.subject | 工作自主性 | zh_TW |
| DC.subject | 知覺主管支持 | zh_TW |
| DC.subject | 正向情感特質 | zh_TW |
| DC.subject | new generation | en_US |
| DC.subject | work-life balance | en_US |
| DC.subject | work engagement | en_US |
| DC.subject | job autonomy | en_US |
| DC.subject | perceived supervisor support | en_US |
| DC.subject | positive affectivity | en_US |
| DC.title | 你了解新世代嗎？工作生活平衡與工作敬 業度之關聯—以工作自主性、知覺主管支 持、正向情感特質為調節變項 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | Do You Know the New Generation? The Correlation between Work Life Balance and Work Engagement—The Moderating Effect of Job Autonomy, Perceived Supervisor Support, and Positive Affectivity. | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |