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研究生:温孝敏
研究生(外文):Hsiao-Min Wen
論文名稱:因輪班而產生的工作倦怠對離職傾向之影響—以工作與家庭衝突為中介、社會支持為調節變項
論文名稱(外文):The effect of shift worker burnout on turnover intentions—Work and family conflict as a mediator, and social support as a moderator
指導教授:鄭晉昌鄭晉昌引用關係
學位類別:碩士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2020
畢業學年度:108
語文別:中文
論文頁數:84
中文關鍵詞:輪班工作者輪班制度工作倦怠離職傾向工作與家庭衝突社會支持
外文關鍵詞:Shift workerBurnoutTurnover intentionWork-family conflictSocial support
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隨著社會、經濟日漸蓬勃發展,連續生產、提供不間斷的服務是稀鬆平常的產業生態,因此,企業實行輪班工作制度已為大勢所趨。然而,輪班工作者在長期的輪班制度下,不僅會對生理產生負面影響,對心理也可能造成龐大壓力。
  本研究之目的是探討因輪班而產生的工作倦怠對於離職傾向之影響,並以工作與家庭衝突為中介變項,再探討社會支持的存在是否影響到其他變數之間的關係。希望透過這樣的研究來提供組織一些重要訊息與制定政策。例如:更注重輪班人員,發展員工協助方案或是制定相關家庭政策時,為輪班工作者打造合適的工作與家庭平衡政策。
  此研究以全職的輪班工作者為研究對象,進行結構性問卷調查作業,問卷總計發出200份,其中有效問卷為180份,回收率為90%。
  以下為研究結果發現:
(1)因輪班而產生的工作倦怠對離職傾向有顯著之正向影響。
(2)因輪班而產生的工作倦怠對工作與家庭衝突(職家-時間衝突、家職-時間衝突)有顯著之正向影響。
(3)家職-時間衝突對離職傾向有顯著之正向影響。
(4)家職-時間衝突在因輪班而產生的工作倦怠與離職傾向間,存在部分中介效果。
(5)社會支持中的家庭支持在因輪班而產生的工作倦怠與工作與家庭衝突間,存在調節效果。
(6)社會支持中的主管支持在因輪班而產生的工作倦怠與離職傾向間,存在調節效果。
With the rapid development of society and economy, continuous production and service are the phenomenon of every industry. Therefore, it is a trend for organizations to implement shift work. However, under the long-term work in shifts, shift workers not only have a negative impact on workers' physiology, but also may cause huge pressure on their psychology.
  The purpose of this study is to explore the impact of shift worker burnout on turnover intentions, work-family conflict as a mediator, and then to explore whether the existence of social support affects the relationship between other variables. Through this research, some important information and policies can be provided to the organization. For example, paying more attention to shift workers, building up employee assistance programs, developing appropriate work-family balance policies.
  In this study, take full-time shift worker as the research object to conduct a structured questionnaire survey. A total of 200 questionnaires were sent out, and 180 valid questionnaires were returned. The valid questionnaires rate is 90%.
  Following are the findings of this study:
(1) Burnout due to shifts has a significant positive impact on turnover intention.
(2) Burnout due to shifts has a significant positive impact on work-family conflicts.
(3) Family-work time conflict has a significant positive effect on turnover intention.
(4) Family-work time conflict has a partial mediating effect between burnout and turnover intention.
(5) Family support has a moderating effect between burnout and work-family conflicts.
(6) Supervisor support has a moderating effect between burnout and turnover intention.
第一章 緒論 1
1-1 研究背景與動機 1
1-2 研究目的與研究問題 3
1-3 研究流程 3
第二章 文獻探討 5
2-1 輪班工作 5
2-2 工作倦怠 10
2-3 工作與家庭衝突 15
2-4 社會支持 19
2-5 離職傾向 22
2-6 各變項間的關係 27
第三章 研究方法 33
3-1 研究架構與研究假設 33
3-2 各指標施測工具介紹 35
3-3 問卷發放對象及抽樣方法 39
3-4 研究工具及資料分析方法 39
第四章 研究結果 41
4-1 敘述性分析 41
4-2 信度及效度分析 42
4-3 相關分析 45
4-4 迴歸分析 48
第五章 結論與建議 59
5-1 研究結論 59
5-2 管理意涵 59
5-3 研究貢獻 61
5-4 研究限制與建議 61
參考文獻 63
中文文獻 64
英文文獻 66
附錄:研究問卷 71
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