情緒假知覺期待與幸福感之關連研究：工作壓力為干擾

The Relationship between the Expectation of Perceived Emotional Leave and Well-Being: Job Stress as Moderators

龍韋如(Wei-Ru Lung)

指導教授 ： 劉仲矩

國立臺北大學/商學院/企業管理學系/碩士(2013年)

摘要

所謂的「情緒假」主要是企業提供有薪彈性休假及相關配套活動來達成員工個人負面情緒釋放與壓力紓解，進而提升員工的幸福感。本研究有三個目的：一是了解台灣企業實施情緒假的現況；二是研究員工情緒假知覺期待與幸福感的關聯；三是研究工作壓力對情緒假知覺期待與幸福感的調節作用。

本研究利用質化與量化方法，採取立意抽樣來進行。質化研究中共訪談了2家台灣企業，了解這些公司情緒假制度實施的狀況，並訪談3位人資主管與專員，以及1位董事長，並對個案公司的員工進行問卷調查，共收回54份問卷，而將訪談、蒐集、參與觀察所得的資料分析。研究結果如下：

1.有情緒假這項福利的公司很少，且情緒假的起源來自創辦人的自身的啟發、組織文化背景亦或是產業特性。
2.情緒假知覺期待與幸福感有正向關聯。
3.工作壓力對情緒假知覺期待與幸福感有調節作用。

在管理實務上，認為個案公司透過員工參與福利活動設計，能夠多元化情緒假的活動內涵，能增加員工的幸福感。營造健康職場風氣，以及建構制度及推廣，能提高員工使用率。

關鍵字

情緒假 ； 幸福感 ； 工作壓力 ； 員工福利

並列摘要

“Emotional leave” refers to the paid-off leave or flexible vacation with supporting activities from company. It could help employees to release negative emotion and job stress, and even enhance employee’s happiness. This study has three purposes: First, to understand the current situation of emotional leave in Taiwan business organization; second, to find the relationships between “the expectation of perceived emotional leave” and “well-being”; Third, to define the moderating role of “job stress” on the relationship between “the expectation of perceived emotional leave” and “well-being”. Qualitative method is parallel to the quantitative method. We adopt purposive sampling. 2 Taiwan businesses are using in quantitative method. We use in-depth interview to collection data. The interviewers including 3 HRs and 1 CEO from two companies. With structured questionnaire, 54 employees from these 2 companies were collected. Basing on the all data we have, the results are as follows: 1.We found that the percentage of business organizations which proceeding emotional leave is very low 2. Hierarchical regression analysis shows that “the expectation of perceived emotional leave” has positive effect on “well-being”, and 3. “job stress” moderates the relationship between “the expectation of perceived emotional leave” and well-being. Finally, to put the findings into managerial practices, we suggest that the employees could participate the welfare designing would diversify the content of emotional leave. By means of promoting emotional leave and concept of healthy workplace will prove the employee well-being.

並列關鍵字

Emotional leave ； Subjected well-being ； Job stress ； Employee benefits

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