臺灣博碩士論文加值系統

本研究為探討高科技電子廠中男女性員工工作特質之差異及工作壓力研究主要的兩個理論模型，即負荷控制支持模型（Demand-Control-Support model）與付出回饋失衡模型（Effort-Reward Imbalance model），對台灣高科技電子業員工之適用性及對自覺健康狀態之預測性。以台南科學園區高科技電子廠為研究族群，依兩理論模型為基礎進行半結構式個案訪談，以了解工作壓力源，並依訪談結果設計工作壓力問卷調查。工作特質評估包含負荷控制支持模型中的三個主要因子，即工作控制（job control）、心理負荷量（psychological demands）及職場中的社會支持（work-related social support）與付出回饋失衡模型組成因子：付出回饋比值（Ratio of extrinsic effort and reward）及工作過度投入（Overcommitment）程度。自覺健康狀態以Short Form 36（SF-36）中三個分量表，即活力、心理健康及一般健康，與一個月內身體不適症狀頻率測量；另外亦評估工作滿意度。類別與連續變項之性別差異分別採Chi-square test與t test檢定；SF-36分數及不適症狀之預測因子則以複迴歸分析。結果發現男女性員工在職等上有顯著差異，女性多為技術員，而男性多為專業人員，其工作控制顯著高於女性，其自覺健康狀態各面向皆顯著優於女性。工作特質為低工作控制、高心理負荷、低社會支持、付出回饋失衡及過度工作投入者，其工作滿意度、自評健康較差，發生身體不適症狀的頻率亦較高。本研究發現，合併上述兩個理論模型能大幅提高工作環境因素與個人特質對工作壓力相關疾病之預測性。

This study was carried out to examine gender differences in psychosocial work characteristics in high-technology workers of Taiwan and to examine the predictive power of two alternative job stress models – Karasek’s Demand-Control-Support model and Siegrist’s Effort-Reward Imbalance model – on workers’ self-rated health status and job satisfaction. Our participants were from the Tainan Science-Based Industrial Park. We interviewed with some workers to find out major job stressors. Base on the conceptual framework of the two job stress models, we designed a self-administered questionnaire. Job characteristics (job control, psychological demands, work-related social support, and ratio of extrinsic effort and reward) and a type of personality trait (overcommitment) specified by the two models were used to predict workers’ job satisfaction and health status. Health status was assessed by the frequencies of somatic symptoms, and by the three subscales of the Short-Form 36(SF-36) questionnaire (mental health, vitality, and general health). The majority of men were engineers, managers, and other professionals, while most of the women were assembly line workers. Female workers had lower level of job control and poor health. Multivariate regression models showed that lower job control, higher psychological demands, lower social support at work, effort-reward imbalance and over-commitment were all associated with poor health status and lower job satisfaction. This study showed that combining the two models can substantially increase the predictive power of psychosocial work-related factors on stress-related illness.

總目錄
中文摘要 I
英文摘要 Ⅱ
誌謝 Ⅲ
總目錄 Ⅳ
圖目錄 Ⅵ
表目錄 Ⅶ
總目錄
第一章 研究動機、目的及重要性 1
第二章 文獻查證2
2.1 台灣高科技電子業之發展與勞動力特徵2
2.1.1 產業發展之簡介2
2.1.2 產業結構3
2.1.3 勞動力特徵及結構3
2.1.4 積體電路產業製造環境4
2.2 高科技電子業職業健康問題之文獻回顧：生理性疾病5
2.3 工作壓力理論模型8
2.3.1 工作壓力定義8
2.3.2 工作壓力症狀與疾病9
2.3.3 工作壓力源9
2.3.4 工作壓力模型理論10
2.3.5 性別與工作壓力14
第三章 研究設計15
3.1 文獻回顧15
3.2 個案訪談15
3.3 量表之研發15
3.4 問卷之施行17
3.5 分析方法18
第四章 結果 19
4.1 研究族群人口學、工作特質與健康狀況之質量性描述資料19
4.1.1 質性訪談部分：工作特質19
4.1.2 量性問卷部分：工作特質33
4.1.3 員工之健康狀態34
4.2 量表之信效度35
4.2.1 信度：量表的內部一致性35
4.2.2 內容效度（Content validity）35
4.2.3 建構效度（Construct validity）39
4.3 工作壓力量表對健康狀態之預測性40
第五章 討論 42
5.1 研究族群人口學、工作特質與健康狀況42
5.2 量表之信效度43
5.3 工作壓力量表對健康狀態之預測性43
5.4 研究限制45
5.5 建議46
參考文獻 47
附錄一：職業特質與身心健康調查問卷 52

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