臺灣博碩士論文加值系統

大眾運輸導向的都市發展可以減輕市區壅塞、停車位不足、空氣噪音汙染等問題，其中公車系統對整體大眾運輸系統有著舉足輕重的角色。公車系統的營運必須仰賴大量司機來駕駛行駛路線，然而在台灣目前多數客運公司的駕駛長都是不足的。客運業勞力短缺會衍生常態性的加班與工時過長的問題，使得駕駛長的工作壓力大且時間會被公司限制而變得沒有彈性。勞力短缺造成的工作壓力變大、工作條件下降會造成更多員工因此選擇離職，而形成一個負向的循環。因此藉由探討工作特性如何影響駕駛長的工作倦怠與離職傾向，來加強留任現有的駕駛長，並且吸引人力前往客運公司任職公車駕駛長，對於管理者而言是相當重要的議題。
本研究以工作要求－資源模型為基礎，探討市區公車駕駛長的工作特性，對工作倦怠、工作滿意度、生活滿意度、組織承諾與離職傾向的影響。本研究在2017年三月至四月期間發放並回收324份有效問卷。研究結果顯示工作要求對工作倦怠有正向影響，而工作資源的提供則能減輕工作倦怠。工作倦怠負向的影響工作滿意度與組織承諾，工作滿意度對生活滿意度有正向影響，組織承諾則扮演影響員工離職傾向的重要因素。

Public transport-oriented urban development can alleviate the problem of urban congestion, lack of parking spaces and air pollution, and the bus system is an important part of the public transportation system. The operation of the bus system must rely on a large number of drivers, but the current number of bus drivers are mostly insufficient in Taiwan. Labor shortages cause work overtime problems, resulting in high level of work pressure and lack of leisure time. The result of labor shortages makes working conditions worse leading to more staff loss. Therefore, how to retain and attract employees to the city bus company by improving the job characteristics is an essential issue for the management.
The current study based on job demands-resources model investigates the impact of job characteristics on burnout, job satisfaction, life satisfaction, organizational commitment and turnover intention among bus drivers. This study distributed 324 questionnaires during the period from March to April of 2017. The findings reveal that job demands have positive impact and job resources have negative impact on burnout, and job satisfaction have positive impact on life satisfaction. This study highlights that organizational commitment is the most important factor influencing the turnover intention.

Chapter 1 Introduction 1
1.1 Background 1
1.2 Motivation 2
1.3 Research objectives 4
1.4 Research procedure 5
Chapter 2 Literature Review 6
2.1 The Job demands-resources model 6
2.2 Job demands 7
2.3 Job resources 8
2.4 Burnout 10
2.5 Job satisfaction 11
2.6 Life satisfaction 12
2.7 Organizational commitment 13
2.8 Turnover intention 13
2.9 Personality 14
Chapter 3 Research Design and Methodology 16
3.1 Research framework 16
3.2 Research hypothesis 17
3.2.1 The relationships between job demands and burnout 17
3.2.2 The relationships between job resources and burnout 18
3.2.3 The influence of burnout on job satisfaction and organizational commitment 19
3.2.4 The relationships between job satisfaction and life satisfaction 20
3.2.5 The relationships between job satisfaction and organizational commitment 20
3.2.6 The influence of job satisfaction and organizational commitment on turnover intention 21
3.2.7 The moderating effects of individual difference 21
3.3 The questionnaire design 23
3.3.1 The measures of job demands 23
3.3.2 The measures of job resources 24
3.3.3 The measures of burnout 25
3.3.4 The measures of job satisfaction 26
3.3.5 The measures of life satisfaction 26
3.3.6 The measures of organizational commitment 27
3.3.7 The measures of turnover intention 27
3.3.8 The measures of personality 28
3.4 Sample and data collection 29
3.5 Research methodology 30
Chapter 4 Analysis and Results 34
4.1 Sample Characteristics 34
4.2 Reliability analysis 36
4.3 Measurement model analysis 38
4.4 Structural model and hypotheses testing 42
4.5 Multiple-group SEM analysis 45
4.6 Moderating effect of personality 49
Chapter 5 Discussions and Conclusions 54
5.1 Discussions 54
5.2 Conclusions 58
5.3 Practical implications 60
5.4 Research limitations and directions for future research 61
References 62
Appendix A　Chinese Questionnaire 68
Appendix B　English Questionnaire 73
Appendix C　Extended Moderating Effects 78

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