實施一例一休之企業員工工作壓力與工作生活品質關係之研究

面對時代的改變，台灣經濟已從過去勞力密集、資本密集再到技術密集，全球經濟結構之變遷。台灣技術密集亦將失去優勢，再加上政府政策之搖擺不定，又以一例一休政策對勞資雙方均造成莫大之衝擊。企業為了節省各項費用的支出，盡其可能規避政策，而員工在此情況下之工作壓力也隨之大為增加。故本研究擬以實施一例一休之企業員工工作壓力與工作生活品質關係進行研究。本研究以採用量化研究，台元科技園區某企業員工為取樣對象，正式問卷發放數為478份，扣除問卷填寫不完整23份、17份未能如期回收視為無效問卷，故無效問卷數，小計為40份，剩餘有效問卷數為438份，有效問卷率為91.6%。資料分析法包含信度分析、因素分析、描述性統計分析、獨立樣本t 檢定、單因子變異數分析、相關分析及逐步迴歸分析。經實證結果發現，工作壓力與工作生活品質彼此之間存在相關性，而在預測力，一例一休企業員工工作壓力對工作生活品質具有預測力，且家庭生活因素對於工作生活品質最具有影響。意謂著越能滿足家庭生活因素，其整體工作生活品質測量值的分數也愈高。本結果可提供企業組織對於實施一例一休員工的工作壓力及工作生活品質的影響之參考。

關鍵字

工作壓力工作生活品質；一例一休

並列摘要

Faced with the changes of the times, Taiwan’s economy has evolved from the past labor-intensive, capital-intensive, technology-intensive then global economic structure.Taiwan’s technology intensiveness will also lose its advantages. Coupled with the vacillation of government policies, a case of a one-off policy has caused great impact on both employers and employees.In order to save expenses on various expenses,enterprises do their best to avoid policies, and the pressure on employees in this situation also increases greatly. Therefore, this study intends to conduct a study on the relationship between work stress and work life quality of a company employee.In this study, a quantitative study was used. The employees of a company in Taiyuan Science Park were sampled. The number of formal questionnaires was 478, 23 questionnaires were incomplete, 17 were not considered as invalid questionnaires, and invalid questionnaires were used. There are 40 subtotals, the remaining number of valid questionnaires is 438, and the effective questionnaire rate is 91.6%. The data analysis method includes reliability analysis, factor analysis, descriptive statistical analysis,independent sample t verification, single factor variance analysis, correlation analysis and stepwise regression analysis.The empirical results show that there is a correlation between work stress and work life quality. In forecasting power, a work break in a company employee is predictive of work life quality, and family life factors have the most impact on work life quality. It means that the more you can satisfy family life factors, the higher the score of the overall work life quality measurement value. This result can provide a reference for the organization’s impact on the work stress and quality of work and life of the employees on the first instance.