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研究生:施琬毓
研究生(外文):Wan-Yu Shih
論文名稱:工作與家庭雙敬業的雙面刃效應
論文名稱(外文):Exploring the double-edged sword effects of dual engagement on work and family
指導教授:陳淑玲陳淑玲引用關係
指導教授(外文):Shu-Ling Chen
學位類別:碩士
校院名稱:國立東華大學
系所名稱:企業管理學系
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2014
畢業學年度:102
論文頁數:67
中文關鍵詞:工作敬業家庭敬業職涯成功幸福感
外文關鍵詞:work engagementfamily engagementcareer satisfactionwell-being
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本研究以職場員工的工作敬業與家庭敬業程度的程度高低狀況進行分類,區分出雙高型敬業(高工作敬業與高家庭敬業)、顧家型敬業(低工作敬業與高家庭敬業)、工作型敬業(高工作敬業與低家庭敬業)與雙低型敬業(低工作敬業與低家庭敬業)等四種雙敬業類型。以資源保存理論與工作家庭跨界外溢效果為基礎,來探討員工在同時面對工作與家庭領域的情況下,不同的工作與家庭敬業類型是否在職涯成功與幸福感(工作倦怠、工作滿意、家庭滿意、生活滿意、身心健康及整體健康等)有所差異。研究結果發現,整體而言,雙高型敬業的員工會有較高的職涯成功、工作滿意、家庭滿意、生活滿意、身心健康(GHQ)與整體健康(SF-36),其次是工作型敬業與家庭型敬業,雙低型敬業則最差。研究結果建議,個人應該朝雙高型敬業的目標邁進,而組織應該適時提供相關的管理措施,如增加工作資源、家庭友善政策等,藉以提升員工工作敬業與家庭敬業程度。
The study is categorized by the degree of employee’s work engagement and family engagement to identify four duo-engagement types which represents duo high engagement, highly engaged to work and family; family-orientated engagement, highly engaged to family and less engaged to work; work-orientated engagement, highly engaged to work and less engaged to family; duo low engagement, low level of engagement in both work and family. It is to investigate whether the difference of employee’s career success and well-being, generated by different work-orientated and family-orientated engagement types, such as job burnout, job satisfaction, family satisfaction, life satisfaction, general health (GHQ), and holistic general health (SF-36), existed when the employees juggle between work and family. It is based on conservation of resource and work-family spillover. The result reveals that overall, duo high engagement type of employees have higher career satisfaction, job satisfaction, family satisfaction, life satisfaction, general health (GHQ) and holistic general health (SF-36), followed by the work-orientated type and the family-orientated type. Duo low engagement type has lowest career satisfaction. It is suggested by the study result that the individual should aim towards duo high engagement type; meanwhile, the organization should provide appropriate management measures such as increasing work resource, family friendly policy and so on to promote the level of employee’s work engagement and family engagement.
第一章 緒論………………………………………………………………………………………………………1
第一節 研究背景與動機…………………………………………………………………1
第二節 研究目的………………………………………………………………………………4
第二章 文獻探討………………………………………………………………………………………………5
第一節 工作敬業、家庭敬業…………………………………………………………5
第二節 資源保存理論與相關理論………………………………………………10
第三節 雙敬業與結果變項的關係………………………………………………12
第三章 研究方法……………………………………………………………………………………………19
第一節 研究架構……………………………………………………………………………19
第二節 研究假設……………………………………………………………………………20
第三節 研究樣本與施測程序………………………………………………………21
第四節 研究變項與衡量………………………………………………………………22
第五節 資料分析程序與方法………………………………………………………26
第四章 研究結果……………………………………………………………………………………………29
第一節 區別分析……………………………………………………………………………29
第二節 相關分析……………………………………………………………………………30
第三節 不同敬業類型在職涯成功、幸福感之差異分析………32
第五章 結論與建議………………………………………………………………………………………35
第一節 研究結論與討論………………………………………………………………35
第二節 管理意涵…………………………………………………………………………37
第三節 研究限制與後續研究建議……………………………………………39
參考文獻…………………………………………………………………………………………………………41
附錄一:重要文獻整理………………………………………………………………………………53
附錄二:本研究發放之問卷………………………………………………………………………59

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