實施一例一休之企業員工幸福感與工作績效關係之研究

A Study on Relationship Between Employee Well-being and Work Performance in Enterprises that Have Implemented a Policy of Mandatory Day Off and One Flexible Day Off

陳秉宏(Bing-Hong Chen)

指導教授 ： 蔡金田

國立暨南國際大學/教育學院/終身學習與人力資源發展碩士學位學程碩士在職專班/碩士(2018年)

摘要

本研究旨在探討實施一例一休政策後企業員工幸福感與工作績效之關係，探究員工幸福感與工作績效之知覺現況，並比較在不同背景變項下，企業員工幸福感及其工作績效之差異情形。再針對該兩大變項之各構面及其整體進行相關性分析，最後分析企業員工幸福感對工作績效之預測作用。本研究以新竹工業區某企業為研究母體，按企業部門單位之各自人數佔公司總人數之比例採用分層隨機抽樣法進行抽樣，共發放320份問卷，經由剔除無效問卷以及未填答完整之問卷後，共計回收之有效問卷267份，有效回收率約為83.4375%。本研究將問卷資料回收彙整後，以描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾森積差相關以及逐步多元迴歸等統計技術進行分析，茲將本研究結果歸納如下︰
一、實施一例ㄧ休政策後，員工幸福感與工作績效在中等以下程度。
二、實施一例一休政策後，不同背景變項之員工在整體幸福感及各構面並不存在顯著性之差異，而僅限於不同之婚姻狀態在幸福感之人際關係構面具有顯著性之差異，且未婚員工在人際關係構面之幸福感顯著高於已婚員工。
三、實施一例一休政策後，不同性別、婚姻狀態之員工在整體工作績效具有統計上之顯著差異。
四、實施一例一休政策後，員工幸福感與工作績效之間具顯著之正向關係。
五、實施一例一休政策後，員工幸福感對其工作績效具有顯著之正向影響。
最後，本研究依據研究調查分析結果，對政府、雇主、受雇員工以及後續研究者提出適當之建議。

關鍵字

工時 ； 企業員工 ； 一例一休 ； 幸福感 ； 工作績效

並列摘要

The purpose of this study was to discuss the relationship between employee well-being and work performance after the implementation of a policy of mandatory day off and one flexible day off, to explore the cognitive status of employee well-being and work performance, and to compare the differences between employee well-being and work performance under different background variables.Then analyzed the correlation for the various aspects of the two major variables and their overall, and finally analyzed the forecast effect of employee well-being on work performance.This study selected a company in the Hsinchu Industrial Zone as the parent population and adopted proportional stratified sampling method according to the proportion of the company’s total number of employees in the company’s departmental units. A total of 320 questionnaires were issued.After eliminating the invalid questionnaires and questionnaires that did not complete the answer, a total of 267 valid questionnaires were recovered. The effective recovery rate was approximately 83.4375%.In this study, after the questionnaires were collected and collated,statistical techniques such as descriptive statistics, independent sample t-test, One-way Anova, Pearson product-moment correlation, and stepwise multiple regression were used for analysis. The results of this study were summarized as follows:
1.After the implementation of a policy of mandatory day off and one flexible day off,employee well-being and work performance were below the medium level.
2.After the implementation of a policy of mandatory day off and one flexible day off,employees of different background variables did not have significant differences in the various aspects and overall well-being ,but limited to employees in different marital status, there were significant differences in the aspect of interpersonal relationship of well-being, and the well-being of unmarried employees were significantly higher than that of married employees.
3. After the implementation of a policy of mandatory day off and one flexible day off,statistically significant differences existed in the overall work performance of
employees of different genders and marital status.
4. After the implementation of a policy of mandatory day off and one flexible day off,there was a significant positive relationship between employee well-being and work performance.
5. After the implementation of a policy of mandatory day off and one flexible day off,employee well-being had a significant positive effect on job performance.
Finally, based on the analysis results of the survey,this study maked appropriate recommendations to the government, employers, employees, and follow-up researchers.

並列關鍵字

Working hours ； Enterprise employee ； A policy of mandatory day off and one flexible day off ； Well-being ； Work performance

參考文獻

李立良、陳科嘉、賴正全(2012)。新竹科學園區高科技產業勞工工作壓力、休閒參與及幸福感之研究。交大體育學刊，3，40-52。

陳佳雯、陸洛(2011)。「還有明天？」工作不安全感對員工的差異性影響。人力資源管理學報，11(3)，49-73。

Diener, E. (1984). Subjective well-being. Psychological Bulletin, 95(3), 542-575.

一、中文部分

1111通訊社(2014)。上班族工作幸福感調查。擷取自 1111人力銀行︰ https://www.1111.com.tw/news/surveyns_con.asp?ano=67166