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研究生:黃柏蓁
研究生(外文):Huang,Po-Chen
論文名稱:工作需求-控制特性對主觀幸福感的影響- 檢驗職家增益的中介效果與工作適配之調節作用
論文名稱(外文):The Effect of Job Demand Control on Subjective Well-Being -Investigating the Mediating Effect of Job-Family Enrichment and the ModeratingEffect of Job-Fit
指導教授:林淑慧林淑慧引用關係
指導教授(外文):Lin,Shu-Huei
口試委員:馬財專李育憶
口試委員(外文):Ma, Tsai-ChuanLee, Yu-I
口試日期:2019-09-23
學位類別:碩士
校院名稱:國立中正大學
系所名稱:勞工關係學系碩士在職專班
學門:社會及行為科學學門
學類:綜合社會及行為科學學類
論文種類:學術論文
論文出版年:2019
畢業學年度:108
語文別:中文
論文頁數:120
中文關鍵詞:工作需求控制個人與工作適配職家增益主觀幸福感
外文關鍵詞:job demand controlperson job fitwork family enrichmentsubjective well being
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工作與家庭是每位勞動者的生活重心,透過投入工作豐富工作與家庭生活的感受,最終獲得幸福感。然而要如何讓勞工在工作與家庭間可以相得益彰,產生實質上或與心靈上的幸福感?過去的研究僅從個人工作與生活較狹隘的時間分配、角色衝突層面進行探討,但對個人而言,時間都是不夠,因此本研究以主觀幸福感為思考點,以工作的角度切入,探討員工工作需求控制對主觀幸福感的影響,進一步分析加入職家增益之中介效果及個人與工作適配之調節作用,是否會幸福感產生影響。本研究對象為科技業、製造業、服務業與公家機關的在職員工,共發放360份紙本問卷,有效問卷316份,回收率為87.7%。初步結果顯示:
一、「工作自主性」對「職家增益」有顯著正向影響。
二、「工作負荷」對「職家增益」有顯著正向影響。
三、「職家增益」對「工作自主性」與「主觀幸福感」關係有顯著中介影響。
四、「工作對家庭增益」對「工作負荷」與「主觀幸福感」關係有顯著中介影響。
換言之,若提高員工工作自主權,主觀幸福感也會增強,對工作對家庭增益也有正向影響。員工工作負荷高時,對自我認同及滿意度、個人主觀幸福感也提升,因此工作負荷未必不好。建議管理者可透過工作再設計,考量工作特性與員工人格特質的適配、增加員工的投入與參與、彈性工時的選擇,鼓勵主管積極的領導風格,增加工作上的資源或援助,給予事前之教育訓練,賦權給予員工,培養承擔工作的責任感。對個人而言,不斷學習跨領域的技能,提升自己的學習能力、強化溝通力,減輕角色壓力才能促進工作與家庭生活達到平衡,面對工作上與家庭中的挑戰。
Family and work are the core of every worker’s life. Workers perceive subjective well-being and work-family enrichment through engaging in work. However, how could labors be benefit from work and family, eventually perceive psychological or subjective well-being? This question has been studied based on personal time allocation and role conflicts among work and life, which usually ignores limited time for each individual. Hence, this study evaluates the effect of employee job demand control on perceived subjective well-being by analyzing the mediating effect of work-family enrichment and the moderating effect of person job fit. The research subjects are the employees in the science and technology, manufacturing, service and public organizations. A total of 360 questionnaires were distributed and 316 valid questionnaires were obtained with a recovery rate of 87.7%. Preliminary results show that:

1.work autonomy has a significant positive impact on work-family enrichment.
2.workload has a significant positive effect on work-family enrichment.
3.work-family enrichment have a significant mediating effect on the relationship between workload and subjective
well-being.
4.work to family enrichment has significant mediating effects on workload and subjective well-being.

In other words, increasing employee's work autonomy will positively affect the work to family enrichment, leading to the perception of subjective well-being. Self-assurance, satisfaction, and subjective well-being also increase when employees have higher workloads, suggesting that workload may have positive impact. Thus, positive leadership style, increasing resources or assistance in workplace, giving prior education and training, flexible working hours, authorizing employees, and encouraging employees being responsible are recommended for the managers. In addition, managers should also consider employees’ personality and person job fit to encourage the engagement and participation. For individuals, learning interdisciplinary skills, improving learning agility, strengthening communication skill, and properly alleviate role pressure could help balancing work-family life and to face subsequent challenges in work and family.
圖目錄VI
表目錄VII
第一章 緒論1
第一節 研究背景與動機1
第二節 研究目的2
第三節 解釋名詞3

第二章 文獻探討 5
第一節 工作需求-控制理論 5
第二節 工作家庭增益 16
第三節 個人與工作適配 23
第四節 主觀幸福感 28
第五節 各研究變項之間的關係 34

第三章 研究方法37
第一節 研究架構37
第二節 研究變項操作性定義與衡量工具 39
第三節 信度及效度分析45
第四節 研究對象與資料蒐集54
第五節 資料分析方法55

第四章 實證研究結果與討論57
第一節 樣本基本資料分析57
第二節 相關分析59
第三節 工作與家庭增益之中介效果分析 63
第四節 個人與工作適配之調節效果分析 71
第五節 研究假設驗證結果78

第五章 結論與建議79
第一節 研究結論79
第二節 研究建議與限制 83

參考文獻 88
一、中文部分88
二、英文部分96

附錄 113




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