遠距工作程度對組織承諾與工作績效之影響-以組織信任及家庭支持為調節變項

2020年新型冠狀病毒(COVID-19)爆發，重創各個行業，迫使個人與企業面臨改變，而遠距工作雖然可以讓工作的時間與地點選擇更有彈性，但因為少了人與人之間的互動，員工與主管彼此間的信任就相對重要，在這樣沒辦法統一集體管理的工作模式下，是否能維持一樣或更好的工作績效也是企業現今很重要的課題。 Kuruzovich et al, (2021)發現長期使用遠距工作除了會負向影響工作人員間的社交關係外，也會降低員工的工作滿意及負面影響組織承諾。鄭晉昌（2019）研究指出，若員工越信任組織，便會增加組織承諾，研究結果顯示組織信任在員工對績效考核之公平性知覺和組織承諾間具有中介效果。游景任（2015）認為組織信任對組織承諾具有正向影響。蔡美治（2014）認為家庭支持對於組織承諾距有影響。本研究探討遠距工作程度對組織承諾與工作績效之影響，並以組織信任、家庭支持為調節變項，探討在遠距工作影響組織承諾與工作績效時，兩者是否具有調節作用。本研究根據文獻建立研究架與六大假設，採取便利抽樣與滾雪球抽樣進行問卷調查，共回收342份有效問卷，經由SPSS-26基本資料敘述分析、項目分析、信度分析、驗證性因素分析Amos、相關分析、迴歸分析、階層迴歸分析和變異數分析等統計方法來驗證個研究假說，研究結果顯示六大假設部分成立部分不成立，重要結論如下： H1：遠距工作對組織承諾具有負向顯著影響，不成立。 H2：組織承諾對工作績效具有正向顯著影響，成立。 H3：組織承諾在遠距工作對工作績效之影響上具有顯著的中介作用，不成立。 H4：組織信任在遠距工作對組織承諾之影響上有顯著正向調節效果，成立。 H5：家庭支持在組織承諾對工作績效之影響上有顯著正向調節效果，不成立。 H6：不同人口統計變項的工作者對組織承諾、工作績效、組織信任、家庭支持有顯著差異，部分成立。依據實證研究結果，遠距工作對組織承諾之負向影響不成立，雖然遠距工作並不適用於每個人，但在現今科技越來越發達的情況下，整個工作型態相較過去已有所不同。遠距工作對員工具有彈性工作時間與場域的優勢，能提升員工生產力之外，也能強化員工對組織承諾的程度，因此組織認同不再具有關鍵調節影響力。未來企業若實施遠距工作，要注重員工的組織承諾及組織信任，可以透過加強教育訓練、適時關心員工、重視對員工信任感的建立以及提供更完善的福利制度，使員工提高工作績效。本研究結果發現，在研究過程中的限制：受限於人力以及時間等因素，因此問卷回收有效樣本數僅342份，大部分受測者年齡層分布於30歲以下與51~60歲以上兩大族群，而受測者大多數為北部地區，因此本研究結果僅能代表部分真實情況。未來研究建議：1.進行深度質化訪談2.增加個地區研究樣本3.增加各職業研究樣本。

關鍵字

遠距工作；組織承諾；工作績效；組織信任；家庭支持

並列摘要

The outbreak of the new coronavirus (COVID-19) in 2020 has hit various industries hard, forcing individuals and companies to face changes. In such a work mode without centralized management, whether to maintain the same or better job performance is also a very important issue for enterprises nowadays. Kuruzovich et al, (2021) found that prolonged use work from home not only negatively affects social relationships among workers, but also decreases employee job satisfaction and negatively affects organizational commitment. Jin-Chang Zheng(2019) studied that if employees trust the organization more, it will increase organizational commitment.The findings suggest that organizational trust has a mediating effect between employees' perceptions of fairness in performance appraisal and organizational commitment. Jing-Ren You(2015) concluded that organizational trust has a positive effect on organizational commitment. Meiji Tsai (2014) suggested that family support has an effect on organizational commitment distance. This study investigates the effect of the influence of the degree of work from home on organizational commitment and job performance, and uses organizational trust and family support as moderating variables to examine whether work from home has a moderating effect on organizational commitment and job performance. The study established a research framework with six hypotheses based on the literature and conducted a questionnaire survey by convenience sampling and snowball sampling. 342 valid questionnaires were collected and the research hypotheses were tested by statistical methods such as basic narrative analysis, item analysis, reliability analysis, validating factor analysis, correlation analysis, regression analysis, hierarchical regression analysis and analysis of variance. The results of the study show that the six hypothsese are partially valid and partially not valid, and the key conclusions are as follows: H1: The negative significant effect of work from home on the organizational commitment is not valid. H2: Organizational commitment has a positive and significant impact on job performance is valid. H3: Organizational commitment has a significant mediating effect on the effect of work from home on job performance and is not valid. H4: Organizational trust has a significant positive moderating effect on the effect of work from home on organizational commitment is valid. H5: Family support has a significant positive moderating effect on the effect of organizational commitment on job performance, which is not valid. H6: Significant differences in organizational commitment, job performance, organizational trust, and family support among workers with different demographic variables are partially valid. According to empirical research, the negative effect of working from home on organizational commitment is not valid. Although working from home does not apply to everyone, the entire work pattern is different compared to the past with today's increasingly advanced technology. Working from home has the advantage of flexible working hours and workplace for employees, which can enhance their productivity and strengthen their commitment to the organization, so organizational recognition no longer has a key moderating influence.If companies implement work from home in the future, they should pay attention to employees' organizational commitment and organizational trust, and can improve employees' job performance by strengthening education and training, caring for employees in a timely manner, emphasizing the establishment of trust in employees, and providing a better welfare system. The results of this study found that the limitations in the research process: due to manpower and time constraints, only 342 valid samples of questionnaires were collected, and most of the respondents were in the age groups of under 30 and over 51-60, and most of the respondents were in the northern region, so the results of this study can only represent part of the real situation. Suggestions for future research: 1. Conduct in-depth qualitative interviews; 2. Increase the sample of individual regions; 3. Increase the sample of each occupation study.