臺灣博碩士論文加值系統

近年勞動條件除了對傳統薪資、福利等議題的討論，關於工作環境及工作者健康面向的關注程度亦有提升。受雇工作者面對薪資停滯的情況下，不但增加個人工作壓力，生活壓力亦隨之增加，進一步影響工作者的心理健康。工作者的心理健康狀況，為職業健康醫學領域所關注之新興議題，近年國外較多關注於「工作控制」和「組織正義」的影響，但我國國內的相關面向的研究文獻則是相對稀少。
本研究以典型、非典型工作者為研究對象，探討工作者的身分差異，是否會透過「工作控制」、「組織正義」兩中介因素，影響工作者的心理健康表現。分析結果發現，非典型工作身分會因為組織正義感受降低，而對工作者心理健康造成顯著負向影響；非典型工作身分不會因為工作控制程度降低，而對工作者的心理健康，造成顯著負向影響。
因此本研究認為，企業或組織若能夠積極的管理措施（組織正義四面向：分配正義、程序正義、人際關係正義、訊息正義），改善非典型工作者的組織正義感受，在無需增加龐大經費支出的情況下，同樣能達成提升非典型工作者的心理健康表現。

There has been an increase in the degree of concern about the working environment and the health of employees. Nowadays, employees have lots of work pressure and living pressure, which affects employees’ mental health seriously. The mental health of employees is an emerging topic of concern in the field of occupational medicine. Foreign countries have paid attention to the influence of "job control" and "workplace justice"(organizational justice), but domestic research on relevant aspects is relatively scarce.
This study takes typical and atypical employments as the research objects to explore whether the differences in the status of employments will affect the mental health of employees through two mediators: "job control" and "workplace justice". The analysis results found that atypical employments will have a significant negative impact on mental health due to reduced workplace justice; atypical employments will not cause a significant negative impact on mental health due to reduced job control.
Therefore, this study concludes that if a company or organization can take positive management measures (based on four aspects of workplace justice: distribution justice, procedural justice, interpersonal justice, and information justice) to improve the atypical empoyments’ workplace justice conditions, the mental health of atypical empoyments can also be improved without increase huge expenditures.

誌 謝 V
中文摘要 VI
Abstract VII
第一章 緒論 1
第一節 研究動機 1
第二節 非典型工作者的界定 3
第三節 研究目的 4
第四節 研究流程與章節安排 4
第二章 文獻探討 6
第一節 非典型工作者的區分方法 6
第二節 心理健康的衡量 10
第三節 非典型工作者的心理健康 14
第四節 工作控制的中介效果 29
第五節 組織正義的中介效果 30
第三章 研究設計 42
第一節 研究架構與研究假設 42
第二節 資料來源及研究變項操作性定義與測量 45
第三節 分析方法與分析工具 55
第四章 研究結果 64
第一節 樣本背景分析 64
第二節 研究變項相關分析 69
第三節 迴歸分析、中介效果檢定結果 71
第五章 研究結論與建議 78
第一節 研究發現 78
第二節 管理意涵 80
第三節 研究限制與建議 81
參考文獻 83
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