職業倦怠之跨層級研究─以高雄房仲業為例

A Cross – Level Study of Job Burnout：Kaohsiung Real Estate Industry As An Example

周耀星(Chou Yao-Hsing)

指導教授 ： 沈慶龍

國立屏東科技大學/管理學院/企業管理系所/碩士(2018年)

https://doi.org/10.6346/THE.NPUST.BM.014.2018.F08

摘要

職業倦怠是指人們在工作量長期超出負荷情況下所產生的身心耗竭狀態，這種現象被稱為現代職場流行病，職業倦怠議題之所以如此值得關注，也在於許多研究皆已發現，上述心理癥狀不但對於個人身心適應與生活品質造成了負面影響，更直接與間接的影響組織及社會層面。根據yes123求職網「2016勞工請休假與職業倦怠調查的調查」中，有高達92.4%的上班族透露，「曾經有過職業倦怠感」；其中又有87.7%透露，「曾經考慮過離職」。
因此，本研究整合工作要求-資源模式與個人－環境契合論的觀點，透過偏最小平方法線性結構方程式(PLS)與層級線性模式(HLM)的統計分析方法，探討個人層級與組織層級對職業倦怠的影響。本研究針對高雄之房屋仲業採便利抽樣法，問卷以345份有效樣本進行研究。
本研究結論發現：(1)角色壓力正向影響職業倦怠。(2)社會支持負向影響職業倦怠。(3)自我效能負向影響職業倦怠。(4)組織氣候負向影響職業倦怠。(5)組織氣候在角色壓力對職業倦怠的關係中，未產生弱化的調節效果。(6)組織氣候在社會支持對職業倦怠的關係中，產生強化的調節效果。(7)組織氣候在自我效能對職業倦怠的關係中，產生強化的調節效果。(8)人口統計變數對各變數間部分具有顯著差異。除提供學術的理論驗證外，並提出實務建議，供所有參與企業之參考。

關鍵字

工作要求-資源模式 ； 個人－環境契合論 ； 角色壓力 ； 社會支持 ； 自我效能 ； 組織氣候

並列摘要

Burnout refers to the state of physical and mental exhaustion that people produce when their workload exceeds the load for a long time. This phenomenon is known as the modern workplace epidemic, the reason why the burnout issue is so worthy of attention is that many studies have found that. The above psychological symptoms not only have a negative impact on personal physical and mental adaptation and quality of life but also, directly and indirectly, affect the organizational and social aspects. According to the survey of the “2016 Workers' Vacation and Burnout Survey” in the Yes123 job search network, up to 92.4% of office workers revealed that “there was a sense of burnout”, and 87.7% of them said that “there was a departure.”
Therefore, this study integrates the work requirements-resource model with the perspective of the individual-environment fit theory. Through the statistical analysis method of linear structure equation (PLS) and hierarchical linear model (HLM), the effects of individual level and organization This study is based on the convenience sampling method for Kaohsiung's housing industry. The questionnaire was conducted with 345 valid samples. level on burnout was discussed.
The conclusions of this study found that: (1) role pressure positively affects burnout. (2) Social support negatively affects burnout. (3) Self-efficacy negatively affects burnout. (4) Organizational climate negative impact on burnout. (5) Organizational climate in the relationship between role pressure and burnout, there is no weakening adjustment effect. (6) Organizational climate in the relationship between social support and burnout, it has an intensive adjustment effect. (7) Organizational climate produces a strong regulatory effect on the relationship between self-efficacy and burnout. (8) Demographic variables have significant differences between the variables. In addition to providing academic theoretical verification, and making practical recommendations for the reference of all participating companies.

並列關鍵字

Job requirements - resource model ； personal-environment fit theory ； role pressure ； social support ； self-efficacy ； organizational climate

參考文獻

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一、 中文部分

何金銘, 黃英忠, 陳錦輝, & 莊美娟. (2005). 工作需求-控制-支持模式與工作倦怠關係之研究: 以海關人員為例. 人力資源管理學報, 5(2), 19-37.