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研究生:林佳蓉
研究生(外文):LIN,CHIA-JUNG
論文名稱:居家辦公成功因素之研究
論文名稱(外文):Study on Successful Factors for Work from Home
指導教授:董玉娟董玉娟引用關係
指導教授(外文):TUNG,YU-CHUAN
口試委員:李俊賢曹瓊文許叔寬
口試委員(外文):LEE CHUN HSIENTSAO,CHIUNG-WENHSU,SHU-KUAN
口試日期:2022-06-05
學位類別:碩士
校院名稱:國立高雄科技大學
系所名稱:人力資源發展系
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2022
畢業學年度:110
語文別:中文
論文頁數:103
中文關鍵詞:居家辦公授權領導當責區隔偏好企業數位化居家設備數位化獨立辦公室工作績效
外文關鍵詞:Work from HomeEmpowering LeadershipAccountabilitySegmentation PreferencePerformance FeedbackEnterprise DigitalizationDigital Devices at HomeDedicated Office Space at HomeJob Performance
相關次數:
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自2019年起嚴重特殊傳染性肺炎(COVID-19)開始蔓延全球,確診人數居高不下,許多組織改變原有的工作型態,啟動居家辦公,減少員工相互接觸,以確保組織運作,即便現今COVID-19已逐步趨向流感化,惟員工如接獲居家隔離通知,組織仍會要求員工以居家辦公模式工作,因此,居家辦公時領導者之領導方式,已然成為重要的議題。
本研究主要探討居家工作時授權領導與工作績效之關聯性,並以當責、區隔偏好、績效回饋、企業數位化、居家設備數位化及獨立辦公室作為調節效果。研究以問卷方式進行,問卷發放對象係以110年三級警戒期間(5月~9月)在家上班者,回收有效問卷共324份,問卷有效率達89.75%,經實證研究結果如下:
一、授權領導對工作績效有顯著的正向關係。
二、當責對授權領導與工作績效的關係具正向調節效果。
三、個人區隔偏好對授權領導與工作績效的關係具正向調節效果。
四、主管績效回饋不具有調節授權領導與工作績效的關係。
五、企業數位化程度對授權領導與工作績效的關係具正向調節效果。
六、居家設備數位化及居家獨立辦公室對授權領導與工作績效的關係具正向調節效果。

關鍵字:居家辦公、授權領導、當責、區隔偏好、績效回饋、企業數位化、居家設備數位化、獨立辦公室、工作績效

Since 2019, the COVID-19 has become rampant around the world, and the number of confirmed cases remains high. Many institutions have changed their original work patterns and started working from home to reduce the contact between employees to ensure that their operations will not be affected by the pandemic. Even though COVID-19 has gradually turned into the flu, institutions will still request employees to work from home if they receive a home quarantine notification. Therefore, the leadership style has become an important issue when it comes to working from home.
This study mainly discusses the relationship between empowering leadership and job performance when people work from home and takes accountability, segregation preference, performance feedback, enterprise digitalization, digital devices at home, and dedicated office space at home as moderating effects. The research was conducted using questionnaires. The subjects of the questionnaires are those who worked at home during the Level 3 epidemic alert in 2021 (from May to September). In the end, a total of 324 valid questionnaires are collected with a response rate of 89.75%, and the results are as follows:
1.Empowering leadership has a significant positive effect on job performance.
2.Accountability has a moderating effect on the relationship between empowering leadership and job performance.
3.Personal segmentation preference has a moderating effect on the relationship between empowering leadership and job performance.
4.Supervisor performance feedback has no moderating effect on the relationship between empowering leadership and job performance.
5.The degree of enterprise digitalization has a moderating effect on the relationship between empowering leadership and job performance.
6.The digitization of digital devices at home and dedicated office space at home has a moderating effect on the relationship between empowering leadership and work performance.


Keywords:Work from Home,Empowering Leadership,Accountability, Segmentation Preference, Performance Feedback, Enterprise Digitalization,Digital Devices at Home, a Dedicated Office Space at Home, Job Performance

中文摘要 i
Abstract ii
致謝 iv
目錄 v
表目錄 vii
圖目錄 ix
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
第三節 研究流程 5
第二章 文獻探討 6
第一節 授權領導 6
第二節 當責 11
第三節 區隔偏好 15
第四節 績效回饋 22
第五節 企業數位化 25
第六節 居家設備數位化及獨立辦公室 27
第七節 工作績效 28
第八節 研究變項間的相關研究 32
第三章 研究方法 37
第一節 研究架構 37
第二節 研究假設 38
第三節 研究變項與衡量工具 39
第四節 研究對象及抽樣方式 42
第五節 量表因素分析及信度分析 47
第四章 研究分析與結果 59
第一節 敘述性統計分析 59
第二節 各研究變項之相關分析 71
第三節 各研究變項之階層迴歸分析 74
第四節 假設驗證結果 84
第五章 結論與建議 85
第一節 研究結論與實務意涵 85
第二節 學術貢獻與實務建議 88
第三節 研究限制與後續研究建議 91
參考文獻 92

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