一例一休之態度對工作者工作壓力與勞資關係氣氛影響之研究:以薪酬滿意度為調節變項

2016年底勞動基準法三讀通過「一例一休」並開始實施，雖然立意良善，但資方則不以為意，而工作者則認為政府此作法可能太過草率，呈現正反兩極看法。黃躍輝(2009)研究指出職場組織會因外在環境的變化，而讓工作者產生巨大的壓力來源。蔡惠玲(2007)研究指出，勞資關係氣氛和組織變化有著息息相關的關聯，若組織制度對工作者立意良善，關係也相對會正向發展。彭淑惠(2013)研究指出薪酬滿意度在企業組織變化影響，具有顯著影響。本研究希望將一例一休作為研究案例，了解修法改變對工作者和資方之間的相關影響程度。本研究採便利抽樣的方式來發放問卷，問卷扣除1份無效問卷，共計回收316份有效問卷。透過SPSS之項目、信度、因素、迴歸、T檢定、Anova分析得到的發現： 1.一例一休之態度對工作者工作壓力具有顯著正向影響。 2.一例一休之態度對工作者勞資關係氣氛影響具有顯著正向影響。 3.薪酬滿意度在一例一休之態度對勞資關係氣氛之公平性之正向影響上具有負向調節影響。 4.不同人口統計變項在一例一休之態度上有部份顯著差異。 5.不同人口統計變項在對工作者工作壓力、勞資關係氣氛、薪酬滿意度上有部份顯著差異。根據研究發現得出管理意涵，包括政令制定角度需建構在更完整的溝通層面上、企業要隨時注意在薪資所得及休假方面是否符合社會水平，此外工作者在職場中能夠理性的思考，且保持自我的競爭性才能夠減少政令改變的衝擊性。

關鍵字

一例一休；工作壓力；勞資關係氣氛；薪酬滿意度

並列摘要

At the end of 2016, the labor standard law three read through a "One Fixed Day Off and One Flexible Rest Day" and began to carry out, although the intention was good, but the management was not satisfied, and the workers thought that the government might be too hasty, showing positive and negative views. Huang Yuehui (2009) pointed out that workplace organizations would cause tremendous pressure to workers because of changes in external environment. Cai Huiling (2007) studies point out that there is a close relationship between the atmosphere of labor relation and the change of organization. If the organizational system is good for workers, the relationship will be developing relatively. Peng Shuhui (2013) research shows that pay satisfaction has a significant impact on organizational change. This study hopes to use a case viewpoint to understand the impact of law change on workers’ attitude and the labor relation. In this study, convenience sampling was used to distribute questionnaires. 1 invalid questionnaire was deducted, and 316 valid questionnaires were collected and used. The statistics methods used by SPSS are analysis of item, reliability, factor, regression, t-test, and Anova analysis. And the finding are as follow: 1. There is a significant positive impact of attitude of "One Fixed Day Off and One Flexible Rest Day" on workers' work stress. 2.There is a significant positive impact of attitude of "One Fixed Day Off and One Flexible Rest Day" on labor relations climate. 3. There is a significant negative moderating effect of salary satisfaction on the positive influence of "One Fixed Day Off and One Flexible Rest Day" attitude on equity which is a factor of labor relations climate. 4.There are partial significant differences by different demographic variables on job stress, labor relations climate and salary satisfaction. According to this research findings, it is necessary to construct a better communication for the process of legitimate formulation. The enterprise should always pay attention to whether the salary and vacation institute are satisfied with the social expectation. The workers should have rational thinking and keep the personal competitiveness that can reduce the impact of the political and legal change in the workplace.