- 學位論文
遠距工作下職家衝突與工作績效對離職傾向之關聯性研究
Research on Remote work：The Impacts Towards Work-family conflict, Employees job performance and Turnover Intention.
摘要
遠距工作最初在企業界中推行時，只是一種替代的選項，然而當新冠肺炎肆虐全球之後，遠距工作成為企業確保正常的營運時必要的選項，在遠距工作下之時，多數的人都選擇居家為遠距工作的地點，當工作場域與居家休閒場域的界線變得模糊時，是否會產生不同以往的職家突衝？當員工離開辦公室工作時，企業會以何種標準來衡量員工的工作績效，而員工又該如何呈現最佳的工作效率來產生標準的工作績效？當遠距居家工作時，職家突衝的產生與工作績效的衡量是否會令員工產生離職傾向。 本研究採質性研究方式，採用立意抽樣法深度訪談10位具有遠距工作經驗的受訪者，並在其同意下進行錄音，針對在遠距工作時職家衝突是否容易產生，與工作績效與離職傾向是否會有相互的因果影響來進行提問。利用訪談資料，進行內容分析，藉此瞭解遠距工作時對人力資源會產生何種影響。 根據10位受訪者用開放式問卷訪談結果發展出40道命題，發現遠距工作對有小孩或有高齡同住家人的受訪者會容易產生相互干擾的情況。遠距工作對工作績效結果雖不具有太顯著的影響但確實令受訪者工作時間加長，進而變向成為工作效率下降。遠距工作會令需要與人面對面溝通的工作性質生產力明顯下降，但遠距工作並不會使職涯的發展受到限制。遠距工作下，居家辦公會對居家生活產生干擾，然而當工作場域與生活場域的界限變得模糊後，居家工作的空間會壓縮生活空間；然而家庭較輕鬆的氛圍，也會令居家工作者注意力較不易集中，進而影響到工作效率；居家工作時，較易因家務而工作被中斷，造成工作時間碎片化，進而拉長工時，也會使與家人相處的時間減短，並且陪伴家人的品質也容易受影響；然而對於家庭人口較簡單的夫妻而言，因為遠距工作而整日相處的時間增加，並且因為同處一個空間下更瞭解彼此的工作辛勞，而增進雙方的情感。遠距工作時受惠於科技的進步，使用通訊軟體APP來開線上會議以及立即性的文字或語音溝通，不受地域性及時間的限制，企業主管使用通訊軟體的群組功能，來掌控追蹤工作進度並激勵員工。遠距工作時，企業仍然使用結果導向及數字來評量員工的工作產出及成果；同樣，員工也需要以結果論及業績數據來呈現工作效率。遠距工作時需要以正常生活起居為基礎來維持自律，才能自制的在正常的工作時間內正常辦公；在遠距工作的情況下，依舊需發揮團隊精神，協助同事處理與本身無關的任務，並遵守工作倫理及職場禮儀，然而在遠距工作下，工作績效的提升與否因不同的工作性質產生不同的影響，需高度專注力的工作得到明顯的提升，然而需要與不同的人面對面溝通的工作產出就不盡理想。就10位受訪者在離職傾向的部份皆不受遠距工作的影響。 然而遠距工作有助部分員工提高生產力，建議企業可採行每周二天以上的遠距工作方式，可提升員工的工作績效及對公司的向心力。對員工而言，遠距工作要保持良好的自律及自制力工作效率才會有如常的表現；對於高階管理人員，信任員工是基本的職場禮儀，在遠距工作時也相同需要遵守，如此才能創造三贏且共榮共好。
並列摘要
When remote work was first implemented in the corporate world, it was just an alternative option. However, after the COVID-19 virus is raging around the world, remote work became a necessary option for companies to ensure normal operations. When remote work is underway, most people They all choose home as the place to work remotely. When the boundary between the work field and the home leisure field becomes blurred, will there be conflicts between work and family that are different from the past? When employees leave the office to work, what standard will the company use to measure the work performance of employees, and how should employees present the best work efficiency to produce standard work performance? When working remotely, whether the occurrence of job-family conflict and the measurement of job performance will make employees have turnover intention. This study adopts a qualitative research method, adopts the intentional sampling method to conduct in-depth interviews with 10 respondents who have long-distance work experience, and conducts audio recordings with their consent. Question whether there is a reciprocal causal effect on turnover intention. Using interview data, conduct content analysis to understand the impact on human resources when working remotely. Based on the results of 10 interviews with open-ended questionnaires, 40 propositions were developed, and it was found that remote work would easily cause mutual interference for respondents with children or elderly family members living together. Although remote work does not have a significant impact on work performance results, it does make respondents work longer, which turns into a decrease in work efficiency. Remote work will significantly reduce the productivity of jobs that require face-to-face communication, but remote work will not limit career development. Under remote work, home office will interfere with home life. However, when the boundaries between work and life become blurred, the home work space will compress the living space; however, the relaxed atmosphere of the home will also make the home It is difficult for workers to concentrate, which affects work efficiency; when working at home, it is more likely to be interrupted due to housework, resulting in fragmented working hours, which in turn prolongs working hours and shortens the time spent with family members. And the quality of accompanying family members is also easily affected; however, for couples with relatively simple family members, the time spent together all day increases due to remote work, and because they are in the same space, they can better understand each other's hard work, and enhance the relationship between the two parties. emotions. Benefit from the advancement of technology when working remotely, use the communication software APP to do online meetings and instant text or voice communication, not limited by region and time, business executives use the group function of the communication software to control Track work progress and motivate employees. When working remotely, companies still use result-oriented and numerical measures to evaluate employees' work output and results; similarly, employees also need to use results and performance data to present their own work efficiency. When working remotely, it is necessary to maintain self-discipline based on normal daily life, so that you can work normally during normal working hours; in the case of remote work, you still need to play a team spirit and assist colleagues in handling tasks that are not related to you. And abide by work ethics and workplace etiquette. However, under remote work, the improvement of work performance will have different effects depending on the nature of the work. The work that requires a high degree of concentration has been significantly improved, but it requires face-to-face communication with different people. Work output is not ideal. None of the 10 respondents were affected by remote work in terms of turnover intention. However, remote work can help some employees increase productivity. It is recommended that companies adopt remote work for more than two days a week, which can improve employees' work performance and solidarity with the company. For employees, long-distance work requires maintaining good self-discipline and self-control to achieve normal performance; for senior managers, trusting employees is a basic workplace etiquette, which also needs to be followed when working remotely. Create win-win and common prosperity.