跳到主要內容

臺灣博碩士論文加值系統

(34.204.198.73) 您好!臺灣時間:2024/07/16 18:00
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

我願授權國圖
: 
twitterline
研究生:歐靜諭
研究生(外文):OU, CHING-YU
論文名稱:我國公務人員彈性工時需求程度對工作滿意度之影響—以主觀幸福感為中介變項
論文名稱(外文):The Impact of Flexible Working Hours Requirements for Civil Servants on Job Satisfaction in Taiwan –Taking Subjective Well-being as Mediator
指導教授:張仁家張仁家引用關係
指導教授(外文):CHANG, JEN-CHIA
口試委員:胡茹萍馬湘萍張仁家
口試委員(外文):HU, RU-PINGMA, HSIANG PINGCHANG, JEN-CHIA
口試日期:2024-01-04
學位類別:碩士
校院名稱:國立臺北科技大學
系所名稱:技術及職業教育研究所
學門:教育學門
學類:綜合教育學類
論文種類:學術論文
論文出版年:2024
畢業學年度:112
語文別:中文
論文頁數:119
中文關鍵詞:公務人員彈性工時工作滿意度主觀幸福感
外文關鍵詞:civil servantsflexible working hoursjob satisfactionsubjective well-being
相關次數:
  • 被引用被引用:0
  • 點閱點閱:73
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:0
彈性工時的制度設計會提升員工的工作滿意度與幸福程度。而在我國公務人員的工作場域卻經常缺乏彈性。本研究旨在探討我國公務人員彈性工時需求程度對工作滿意度及主觀幸福感之影響,同時探討個人與家庭之不同背景變項的公務人員在彈性工時需求程度、工作滿意度及主觀幸福感的差異情況。本研究採問卷調查法,透過文獻探討發展出本研究之「公務人員彈性工時需求」、「工作滿意度」及「主觀幸福感」量表。調查採用分層叢集抽樣方式,以我國行政院各部會與臺灣地區地方政府行政機關之公務人員為研究對象,共回收有效問卷732份。本研究利用之統計方法包含描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾森相關積差、迴歸分析等。本研究發現滿足公務人員彈性工時之需求,有助於提升其工作滿意度;滿足公務人員彈性工時之需求,有助於提升其主觀幸福感;公務人員之主觀幸福感有助於提升其工作滿意度等主要結論,亦針對我國公務人員彈性工時的相關議題與政策提出建議,希冀作為未來公務人員相關制度設計之參考。
Literature shows that flexible working hour designs may raise employees’ job satisfaction level and their happiness. Heretofore, civil servants are often work under an environment with less flexibility in Taiwan. This study investigates the relationships among the three dimensions demand for flexible working hours, job satisfaction, and subjective well-being, of civil servants in Taiwan. It also examines the diverging levels in these aspects of various individual’s and household’s characteristics. It develops a questionnaire incorporating measures for the three aspects. The sampling process collects data from civil servants of Executive Yuan and its associating agencies, and government agencies at county levels, yielding 732 valid questionnaires. The statistical methods utilized are descriptive statistics, independent sample t test, one-way ANOVA, Pearson correlation, and regression analysis. The result suggests that fulfilling the demand for flexible working hours enhances civil servant’s job satisfaction and subjective well-being. In addition, the subjective well-being of civil servants and their job satisfaction are positively correlated. The study concludes with suggestions for possible policies or working environment designs based on the results.

摘要 i
ABSTRACT ii
誌謝 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 研究目的與待答問題 9
第三節 研究方法與步驟 10
第四節 研究範圍 14
第五節 研究限制 14
第六節 重要名詞釋義 15
第二章 文獻探討 17
第一節 彈性工時之探究 17
第二節 工作滿意度之探究 32
第三節 主觀幸福感之探究 39
第四節 彈性工時需求程度、工作滿意度及主觀幸福感之間的相關研究 42
第三章 研究設計與實施 45
第一節 研究架構 45
第二節 研究假設 46
第三節 研究對象 46
第四節 研究變項之衡量工具 48
第五節 預試問卷施測與結果分析 57
第六節 研究實施 62
第七節 資料處理與分析方法 62
第八節 研究倫理 64
第四章 研究結果與討論 65
第一節 樣本基本資料分析 65
第二節 變項基本特性分析 69
第三節 不同背景變項在公務人員彈性工時需求程度、 工作滿意度及主觀幸福之差異檢定 73
第四節 公務人員彈性工時需求程度、工作滿意度及主觀幸福感量表之相關分析 82
第五節 公務人員彈性工時需求程度、工作滿意度及主觀幸福感之影響分析 83
第六節 中介效果分析 85
第七節 研究假設考驗結果與討論 87
第五章 結論與建議 91
第一節 研究結論 91
第二節 研究建議 97
參考文獻 101
壹、中文部分 101
貳、外文部分 105
附錄 115
壹、中文部分
EMBA雜誌(2022)。練習提升幸福感,讓快樂的員工產生好的績效。取自https://www.emba.com.tw/?action=news_detail&aID=4672
YAHOO新聞(2023)。日本人事院修法彈性工作制-公務員有望周休三日。取自https://ynews.page.link/oiTRU
中央通訊社(2022)。逾七成上班族青睞彈性工作時間-人力銀行調查揭六個原因。取自https://www.cna.com.tw/news/afe/202211240303.aspx
公共政策網路參與平台(2023)。讓台灣成為亞洲第一個週休3日的國家。取自https://join.gov.tw/idea/detail/312c3db7-e5c9-4d87-98bd-d1548a42df40
王怡惠(2018)。研究工作者特殊工時制度之研究。台北:財團法人國家實驗研究院科技政策研究與資訊中心。
司法院(2019,11月29日)。大法官議決釋字第785號解釋。
田芳華(1999)。認知訪談在調查研究上的應用-以假設市場評價法為例。國家科學委員會研究彙刊人文及社會科學,9,555-574。
立法院(2022)。公務員服務法異動條文及理由。取自https://lis.ly.gov.tw/lglawc/lawsingle?001976B9F3370000000000000000014000000004000000^04654111053000^00000000000
成之約(2012)。彈性管理與企業工時制度的規劃。取自http://nccur.lib.nccu.edu.tw/bitstream/140.119/14593/1/1.pdf
考試院(2017)。考試院2017年度考銓業務國外考察-日本考察團考察報告。取自https://www.exam.gov.tw/News_Content.aspx?n=640&s=28348
考試院(2017)。考試院2017年度考銓業務國外考察-日本考察團考察報告。取自https://www.exam.gov.tw/News_Content.aspx?n=640&s=28348
考試院(2022年6月20日)。公務員服務法修正公布。
考試院(2017)。考試院2017年度考銓業務國外考察-日本考察團考察報告。取自https://www.exam.gov.tw/News_Content.aspx?n=640&s=28348
行政院人事行政總處(2022)。行政院暨所屬中央機關(構)公務人員留職停薪之研究。取自https://www.dgpa.gov.tw/mp/info?mid=153&uid=160&pid=11031
行政院人事行政總處(2023)。行政院與所屬中央及地方各機關(構)公務員服勤實施辦法Q & A (2023年9月修訂版)。取自https://www.dgpa.gov.tw/mp/archive?uid=688&mid=683
吳明隆(2009),SPSS 操作與應用:問卷統計分析實務。臺北:五南。
吳明隆、涂金堂(2012)。SPSS與統計應用分析(二版)。臺北:五南。
每日頭條(2018)。彈性工時是趨勢?先解決了這三個問題再說。取自https://kknews.cc/career/kb3ropp.html
邱皓政(2009)。量化研究與統計分析SPSS中文視窗版資料分析範例解析。臺北:五南。
邱駿彥、李政儒(2020)。各國家工時制度暨相關配套措施之比較研究。勞動部勞動及職業安全衛生研究所。
邱駿彥、黎博文(2018)。我國變形工時制度實況之研究。勞動部勞動及職業安全衛生研究所。
徐于(2017)。從歐盟經驗談台灣「彈性工時指定適用」制之實施問題。取自https://tpwu.org.tw/oil-workers/314-437-106-05-06/9074-on-the-implementation-of-the-designation-of-quot-elastic-working-hours-quot-in-taiwan-from-the-experience-of-the-european-union.html
徐婉寧(2021)。論日本工作方式改革關聯法中勞基法之工時規制變革:兼論對我國工時制度之啟示。臺大法學論叢,50(4), 1809-1861。
張仁家、王麒(2016)。我國技專校院校外實習之現況與實例分析。技術及職業教育學報,7(1),23-47。
張秋蘭(2017)。日本彈性工時與企業推動工作生活平衡之措施。台灣勞工季刊,49,84-89。
張偉豪、鄭時宜(2012)。與結構方程式模型共舞:曙光初現。新北市:前程。
陳月里(2021)。彈性工作時間之勞資關係與人力資源管理(未出版之碩士論文)。國立中央大學人力資源管理研究所。
陳昭達(2019)。幸福企業之員工幸福感對其工作投入與組織承諾之關係(未出版之碩士論文)。國立中山大學人力資源管理研究所。
陳敦源、王光旭、董祥開(2019)。公務人力高齡化的培訓策略。考試院考銓研究報告。
郭生玉(2012)。心理與教育研究法:量化、質性與混合研究方法。臺中:精華。
勞動部(2016)。工時制度及彈性措施手冊。取自https://www.mol.gov.tw/1607/28162/28166/28218/28220/32907/
勞動部(2023)。2022年國際勞動統計電子書。取自https://www.mol.gov.tw/1607/2458/2464/2470/?reportNodeId=63668
鈕文英(2021)。質性研究方法與論文寫作。臺北:雙葉。
黃姵嫙(2018)。綠色招募活動對組織人才吸引力之影響:以個人組織配適知覺為中介變數與個人環保態度為干擾變數(未出版之碩士論文)。東海大學企業管理學系碩研究所。
黃煥榮(2021)。員工幸福感的意涵與影響因素之探討。文官制度,13(1),67-103。
楊子慧(2010)。工時、工時固定與否對身心健康與離職意願的影響(未出版之碩士論文),私立玄奘大學應用心理學系研究所。
楊家雅(1992)。彈性工時制度對員工工作滿意度及離職傾向之影響(未出版之碩士論文)。私立文化大學企業管理研究所。
董祥開(2020)。是「彈性」、「平移」、還是「緩衝」?我國的彈性工時制度應該「被正名」嗎。人事行政月刊,213,16-25。
銓敘部(2020)。中華民國一百零九年十一月二十四日銓敘部部退五字第一○九五三○一七五七一號令修正公務人員因公猝發疾病或因戮力職務積勞過度以致死亡審查參考指引第二點,並自即日生效。取自https://www.mocs.gov.tw/pages/detail.aspx?Node=38&Page=6727&Index=1
銓敘部(2022)。公務員服務法修正重點(14):服勤義務2。取自https://www.facebook.com/page/1632935663627024/search/?q=服務法%2012條
銓敘部(2023)。2022年銓敘統計年報。取自https://www.mocs.gov.tw/pages/law_list.aspx?Node=449&SecenNode=1960&Index=1
數位時代(2022)。周休三日是否可行?日本經濟改革方針納入選擇性週休3日工作制,再次引發討論。取自https://www.bnext.com.tw/article/69706/3-day-working-week-in-japan%EF%BC%90%EF%BC%96%EF%BC%90%EF%BC%94
潘自敏(2015)。工作時間與工作績效及工作滿意度之研究─以銀行業為例(未出版之碩士論文)。私立東吳大學國際經營與貿易學系。
蔡明宏(2006)。公民營機構組織成員工作滿意度量表之重建(未出版之碩士論文)。國立中山大學人力資源管理研究所。
魏俊明(2003)。台灣與德國工作時間制度之比較—以工時彈性化為中心(未出版之碩士論文)。私立中原大學財經法律學系。
黨雲曉、張文忠、諶麗、湛東升(2018)。居民幸福感的城際差異及其影響因素探析-基於多尺度模型的研究。地理研究,37(2),539-550。 
貳、外文部分
ACAS. (2015). Flexible working and work-life balance. http://m.acas.org.uk/media/pdf/3/1/Flexible_working_and_work_life_balance_Nov.pdf
Adams, J. S. (1963). Toward an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422-436.
Agho, A. O., Price, J. L., & Mueller, C. W. (1992). Discriminant validity of measures of job satisfaction, positive affectivity and negative affectivity. Journal of Occupational and Organizational Psychology, 65(3), 185-195.
Ahmad, A. R., Idris, M. T. M., & Hashim, M. H. (2013). A study of flexible working hours and motivation. Asian Social Science, 9(3), 208-215.
Ala-Mursula, L., Vahtera, J., Kivimäki, M., Kevin, M. V., & Pentti, J. (2002). Employee control over working times: Associations with subjective health and sickness absences. Journal of Epidemiology & Community Health, 56(4), 272-278.
Ala-Mursula, L., Vahtera, J., Pentti, J., & Kivimäki, M. (2004). Effect of employee worktime control on health: A prospective cohort study. Occupational and Environmental Medicine, 61(3), 254-261.
Alderfer, C. P., & Holbrook, J. (1973). A new design for survey feedback. Education and Urban Society, 5(4), 437-464.
Ariza-Montes, A., Arjona-Fuentes, J. M., Han, H., & Law, R. (2018). Work environment and well-being of different occupational groups in hospitality: Job Demand-Control-Support model. International Journal of Hospitality Management, 73, 1-11.
Armstrong, M. (2006). A handbook of human resource management practice. UK, London: Kogan Page Publishers.
Arthaud-Day, M. L., Rode, J. C., Mooney, C. H., & Near, J. P. (2005). The subjective well-being construct: A test of its convergent, discriminant, and factorial validity. Social Indicators Research, 74, 445-476.
Baird, M., & Litwin, A. S. (2005). Rethinking work and family policy: The making and taking of parental leave in Australia. International Review of Psychiatry, 17(5), 385-400.
Baltes, B. B., Briggs, T. E., Huff, J. W., Wright, J. A., & Neuman, G. A. (1999). Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria. Journal of Applied Psychology, 84(4), 496.
Baltes, B. B., Briggs, T. E., Huff, J. W., Wright, J. A., & Neuman, G. A. (1999). Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria. Journal of Applied Psychology, 84(4), 496.
Baron, R., & Kenny, D. (1986). The moderator-mediator variable distinction insocial psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Beatty, P. C., & Willis, G. B. (2007). Research synthesis: The practice of cognitive interviewing. Public Opinion Quarterly, 71(2), 287-311.
Blanchflower, D. G., & A. Bryson. (2020). Now Unions Increase Job Satisfaction and Well-being (No. w27720). Cambridge, MA: National Bureau of Economic Research.
Ballantine, J. A., Wall, T., & Ward, A. M. (2022). Flexible working in the public sector-a case of inflexibility: Senior managers’ experiences. Employee Relations: The International Journal, 44(6), 1273-1289.
Chatzopoulou, E.-C., Manolopoulos, D., & Agapitou, V. (2022). Corporate social responsibility and employee outcomes: Interrelations of external and internal orientations with job satisfaction and organizational commitment. Journal of Business Ethics, 179(3), 795-817.
Churchill Jr, G. A., Ford, N. M., & Walker Jr, O. C. (1974). Measuring the job satisfaction of industrial salesmen. Journal of Marketing Research, 11(3), 254-260.
Dex, S., & Smith, C. (2002). The nature and pattern of family-friendly employment policies in Britain. Bristol: The Policy Press.
Diener, E. (1984). Subjective well-being. Psychological Bulletin, 95(3), 542-555.
Diener, E., Lucas, R. E., & Oishi, S. (2002). Subjective well-being: The science of happiness and life satisfaction. Handbook of Positive Psychology, 2, 63-73.
Diener, E., Oishi, S., & Tay, L. (2018). Advances in subjective well-being research. Nature Human Behaviour, 2(4), 253-260.
Fischer, J. A. (2009). Subjective Well-Being as Welfare Measure: Concepts and Methodology. Germany: University Library of Munich.
Galea, C., Houkes, I., & De Rijk, A. (2014). An insider's point of view: How a system of flexible working hours helps employees to strike a proper balance between work and personal life. The International Journal of Human Resource Management, 25(8), 1090-1111.
Golden, L., & A. Okulicz-Kozaryn. (2015). Work Hours and Worker Happiness in the US: Weekly Hours, Hours Preferences and Schedule Flexibility. (February 10, 2015). https://doi.org/http://dx.doi.org/10.2139/ssrn.2563374. (Accessed: 10 November 2023).
Goudswaard, A., & De Nanteuil, M. (2000). Flexibility and working conditions: A qualitative and comparative study in seven EU Member States. Luxembourg: OPOCE.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (2009). Multivariate data analysis (6th ed.). New York: Prentice Hall.
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis: With readings (4th ed.). NJ: Prentice Hall.
Hayman, J. (2010). Flexible work schedules and employee well-being. New Zealand Journal of Employment Relations, 35(2), 76-87.
Hayman, J.R. (2009). Flexible wrk arrangements: Exploring the linkages between perceived usability of flexible work schedules and work life balance. Journal of Community, Work and Family, 12(3), 123-138.
Herzberg, G., & Howe, L. (1959). The Lyman bands of molecular hydrogen. Canadian Journal of Physics, 37(5), 636-659.
Hoppock, R. (1935). Job satisfaction. New York: Random Harper.
ILO (2017). International Labour Standards on Working time. http://ilo.org/global/standards/subjects-covered-by-international-labour-standards/working-time/lang--en/index.htm
ILO (2018).General Survey concerning working-time instruments - Ensuring decent working time for the future. https://www.ilo.org/ilc/ILCSessions/previous-sessions/107/reports/reports-to-the-conference/WCMS_618485/lang--en/index.htm
Jackson, L. T., & Fransman, E. I. (2018). Flexi work, financial well-being, work–life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning. South African Journal of Economic and Management Sciences, 21(1), 1-13.
Jim, H. (2022). The flexibility options your on-site employees want. https://hbr.org/2023/05/research-the-flexibility-options-your-on-site-employees-want
John, W. (2017). Flexible working hours and organizational productivity: Exploring the potential linkage. AIMA Journal of Management and Research, 11(4), 1-7.
Joshi, A., Kale, S., Chandel, S., & Pal, D. K. (2015). Likert scale: Explored and explained. British Journal of Applied Science & Technology, 7(4), 396-403.
Kahneman, D., & Krueger, A. B. (2006). Developments in the measurement of subjective well-being. Journal of Economic Perspectives, 20(1), 3-24.
Kerlinger F. N., Lee H. B. (2000). Foundations of behavioral research (4th ed.). Fort Worth, TX: Harcourt College Publishers.
Kiran, M., & Khurram, S. (2018). Flexitime and employee happiness at workplace: A quantitative study of software houses. Pakistan Journal of Commerce and Social Sciences, 12(3), 1008-1024.
Kodz, J., Harper, H. & Dench, S. (2002) Work-Life Balance: Beyond the Rhetoric. Institute for Employment Studies Report No. 384. Brighton: Institute for Employment Studies.
Kogi, K. (1991). Job content and working time: The scope for joint change. Ergonomics, 34(6), 757-773.
Kresna Chandra, P., Tedo Aris, P., Rionaldo Aureri, L., & Sekar Wulan, P. (2020). The Impact of Flexible Working Hours, Remote Working, and Work Life Balance to Employee Satisfaction in Banking Industry during Covid-19 Pandemic Period Journal of Business and Management Review, 1(5), 341-353.
Krosnick, J.A. (1999). Survey Research. Annual Review of Psychology, 50, 537-567.
Latack, J. C., & Foster, L. W. (1985). Implementation of compressed work schedules: Participation and job redesign as critical factors for employee acceptance. Personnel Psychology, 38, 75-92.
Legge, K. (1974). Flexible Working Hours‐Panacea or Placebo? Management Decision, 12(5), 264-279.
Liu, H., Zhang, X., Chang, R., & Wang, W. (2017). A research regarding the relationship among intensive care nurses' self-esteem, job satisfaction and subjective well-being. International Journal of Nursing Sciences, 4(3), 291-295.
Locke, E. A. (1976). The nature and causes of job satisfaction. Handbook of industrial and organizational psychology. New York: Plenum.
Lott, Y. (2014). Working time autonomy and time adequacy: What if performance is all that counts. Düsseldorf : Hans-Böckler-Stiftung.
Lott, Y. (2020). Does flexibility help employees switch off from work? Flexible working-time arrangements and cognitive work-to-home spillover for women and men in Germany. Social Indicators Research, 151(2), 471-494.
Lu, L. (1998). The meaning, measure, and correlates of happiness among Chinese people. Proceedings of the National Science Council: Part C, 8(1), 115-137.
Lu, L. (2008). The individual-oriented and social-oriented Chinese bicultural self: Testing the theory. The Journal of Social Psychology, 148(3), 347-374.
Lu, L. (2010). Who is happy in Taiwan? The demographic classifications of the happy person. Psychologia, 53, 55-67.
Lyubomirsky, S., & Lepper, H. S. (1999). A measure of subjective happiness: Preliminary reliability and construct validation. Social Indicators Research, 46(2), 137-155.
Maslow, A. H. (1954). The instinctoid nature of basic needs. Journal of Personality. https://onlinelibrary.wiley.com/doi/10.1111/j.1467-6494.1954.tb01136.x
Messenger, J. (2018). Working time and the future of work. ILO Future of Work Research Paper Series, 6(8), 33-37.
McNamara, T. K., Pitt-Catsouphes, M., Matz-Costa, C., Brown, M., & Valcour, M. (2013). Across the continuum of satisfaction with work–family balance: Work hours, flexibility-fit, and work–family culture. Social Science Esearch, 42(2), 283-298.
Munir, H., Jianfeng, C., & Ramzan, S. (2019). Personality traits and theory of planned behavior comparison of entrepreneurial intentions between an emerging economy and a developing country. International Journal of Entrepreneurial Behavior & Research, 25(3), 554-580.
Murad, M. M. I., Zayed, N. M., & Mukul, A. Z. A. (2013). A study on job satisfaction: Focus on bankers of Bangladesh. European Journal of Business and Management, 5(17), 14-20.
Ng, W. (2015). Processes underlying links to subjective well-being: Material concerns, autonomy, and personality. Journal of Happiness Studies, 16, 1575-1591.
Nijp, H. H., Beckers, D. G., Geurts, S. A., Tucker, P., & Kompier, M. A. (2012). Systematic review on the association between employee worktime control and work-non-work balance, health and well-being, and job-related outcomes. Scandinavian Journal of Work, Environment & Health,38, 299-313.
Nimako, B. P., Osei, S. A., Antwi, F. B., & Peprah, W. K. (2019). Psychosocial well-being and Job Satisfaction among Nurses in the Philippines. Abstract Proceedings International Scholars Conference, 7(1), 244-254.
Olmstead, B. & Smith, S. (1994). Creating a Flexible Workplace. (2nd ed). New York: ANACOM.
Organ, D. W., & Near, J. P. (1985). Cognition vs affect in measures of job satisfaction. International Journal of Psychology, 20(2), 241-253.
Pavot, W., & Diener, E. (1993). The affective and cognitive context of self-reported measures of subjective well-being. Social Indicators Research, 28, 1-20.
Plantenga, J., & Remery, C. (2013). private life. Gender and the European Labour Market, 92.
Possenriede, D., & Plantenga, J. (2011). Access to flexible work arrangements, working-time fit and job satisfaction. Discussion Paper Series/Tjalling C. Koopmans Research Institute, 11(22).
Rawashdeh, A. M., Almasarweh, M. S., & Jaber, J. (2016). Do flexible work arrangements affect job satisfaction and work-life balance in Jordanian private airlines. International Journal of Information, Business and Management, 8(3), 172.
Román, X. A. S., Toffoletto, M. C., Sepúlveda, J. C. O., Salfate, S. V., & Grandón, K. L. R. (2017). Factors associated to subjective wellbeing in older adults. Texto & Contexto-Enfermagem, 26, 546-555.
Russell, H., O'Connell, P. J., & McGinnity, F. (2009). The impact of flexible working arrangements on work–life conflict and work pressure in Ireland. Gender, Work & Organization, 16(1), 73-97.
Sabbag Fares, L., & de Oliveira, A. L. M. (2023). Free to Choose? The Gendered Impacts of Flexible Working Hours in Brazil Review of Radical Political Economics, 55(1), 166-186.
Scandura, T. A., & Lankau, M. J. (1997). Relationships of gender, family responsibility and flexible work hours to organizational commitment and job satisfaction. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 18(4), 377-391.
Schabracq, M. J. (2007). Changing organizational culture: The change agent's guidebook. John Wiley & Sons.
Seashore, S. E., & Taber, T. D. (1975). Job satisfaction indicators and their correlates. American Behavioral Scientist, 18(3), 333-368.
Shagvaliyeva, S., & Yazdanifard, R. (2014). Impact of flexible working hours on work-life balance. American Journal of Industrial and Business Management, 4(1), 20-23.
Sirgy, M. J. (2019). What determines subjective material well-being. Wealth and Subjective Bell-Being, 51-66.
Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences. CA: SAGE Publications.
Statt, D. A. (2004). The Routledge dictionary of business management. UK: Routledge.
Tinsley, H. E., & Tinsley, D. J. (1987). Uses of factor analysis in counseling psychology research. Journal of Counseling Psychology, 34(4), 414.
Torkzadeh, G., Koufteros, X., & Pflughoeft, K. (2003). Confirmatory analysis of computer self-efficacy. Structural Equation Modeling, 10(2), 263-275.
Torrington, D., Hall, L. & Taylor, S. (2005). Human Resource Management, Pearson Education. Harlow: Pearson Education Ltd.
Tov, W., & Diener, E. (2013). Subjective well-being. University of Illinois at Urbana-Champaign.
Uglanova, E., & Dettmers, J. (2018). Sustained effects of flexible working time arrangements on subjective well-being. Journal of Happiness Studies, 19(6), 1727-1748.
Vandeweyer, J., & Glorieux, I. (2008). Men taking up career leave: An opportunity for a better work and family life balance. Journal of Social Policy, 37(2), 271-294.
Vandeweyer, J., & Glorieux, I. (2008). Men taking up career leave: An opportunity for a better work and family life balance? Journal of Social Policy, 37(2), 271-294.
Vittersø, J., Biswas-Diener, R., & Diener, E. (2005). The divergent meanings of life satisfaction: Item response modeling of the satisfaction with life scale in Greenland and Norway. Social Indicators Research, 74, 327-348.
Vroom, V. H. (1964). Work and motivation. New York: Wiley.
Wanger, S. (2017). What makes employees satisfied with their working time? The role of working hours, time-sovereignty and working conditions for working time and job satisfaction. IAB-Discussion Paper, 20. http://hdl.handle.net/10419/172884
Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54(6), 1063-1070.
Weiss, D. J., Dawis, R., England, G. W., & Lofquist, L. H. (1967). Manual for the Minneslta satisfaction questionnaire. Minnesota Studies on Vocational Rehabilitation, 22(1), 159-230.
Wright, T. A., Cropanzano, R., & Bonett, D. G. (2007). The moderating role of employee positive well-being on the relation between job satisfaction and job performance. Journal of Occupational Health Psychology, 12(2), 93.
Yildirim, D., & Aycan, Z. (2008). Nurses’ work demands and work–family conflict: A questionnaire survey. International Journal of Nursing Studies, 45(9), 1366-1378.
人事院(2023a)。テレワーク等の柔軟な働き方に対応した勤務時間制度等の在り方に関する研究会最終報告。https://www.jinji.go.jp/kenkyukai/kinmujikan-kenkyukai/kinmujikan-kenkyukai.html
人事院(2023b)。令和5年-人事院勧告・報告について-職員一人一人が躍動できWell-beingが実現される公務を目指して。https://www.jinji.go.jp/kankoku/r5/r5_top.html
人事院(2023c,11月15日)。勤務時間・休暇制度。https://www.jinji.go.jp/kinmujikankyuuka/toppage.html
日本勞動政策訓練研究所(2023,6月)選択的週休3日や勤務間インターバル11時間の確保を提言──人事院研究会が国家公務員のめざすべき働き方を最終報告https://www.jil.go.jp/kokunai/blt/backnumber/2023/06/kokunai_04.html
日本經濟新聞(2023,9月25日)宇都宮市、週休3日試行を拡大窓口部門も対象に。https://www.nikkei.com/article/DGXZQOCC2563Z0V20C23A9000000/
和田肇(2019). 労働時間規制改革の法的分析. 日本労働研究雑誌, 61(1), 6-16.
清藤博(2020). 労働時間法制の法的課題-長時間労働と働き方改革をめぐって.
電子全文 電子全文(網際網路公開日期:20290115)
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
無相關期刊
 
1. 創業教育、創業態度、創新行為及創業意圖之關係研究—以科技大學大學生為例
2. 彈性工時與工作滿意度之研究:以某國立大學為例
3. 台灣員工彈性工時偏好之研究
4. 公務人員組織認同、工作滿意度對留任意願影響之探討-以彰化縣政府為例
5. 主管領導風格、公務人員工作滿意度、自我效能及組織承諾相關性之探討-以某中央機關「公務人員職場評價調查」為例
6. 訓練績優企業員工在工作自我效能對創新工作行為之影響:心理資本與社會資本的調節效果
7. 企業社會責任參與對組織承諾之影響研究 -- 以員工幸福感為中介效果
8. 國中生執行功能與生活滿意度之關聯研究──以認知彈性、情緒智力為中介變項
9. 全國技能競賽選手訓練策略對其反思能力之影響-以資訊網路布建職類為例
10. 高雄市公立國小兼任教務行政教師學校治理、心理資本對留任意願之影響-以工作壓力為中介變項
11. 工作滿意度對主觀幸福感預測效果:自尊做為關鍵因素
12. 新北市區公所公務人員工作壓力、工作滿意、關係型心理契約與離職傾向關係之研究
13. 是否採用彈性工時制度與人員績效分數之影響 -以T公司為例之個案研究
14. 探討年金改革後公務人員工作滿意對其任務績效的影響:分配正義的干擾效果
15. 我國公務人員勞動結社意願之研究:世代、工作滿意度與公共服務動機的觀點