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  • 學位論文

電子業工程師的工作環境、憂鬱症與工作表現之分析

Work Conditions, Depressive Disorder and Work Performance among Engineers of Electronics Industry

指導教授 : 辛炳隆

摘要


台灣電子業長期為國外知名大廠代工製造而整合進全球分工體系,企業需以效率量產來與全球廠商競爭。電子業發展有賴素質優良的人才,而人力資本累積途徑除教育經驗外,亦應重視身心健康。電子業特殊脈絡下發展出高壓力工作環境,是否可能影響工程師心理健康而導致憂鬱症?國外文獻已指出工作環境對憂鬱症之影響,其機制可能為「負荷-控制-支持」或「付出-回饋失衡」模型。研究亦證實憂鬱症對工作表現有負向影響,造成潛在的社經損失。然而目前無關於電子業工程師的研究。因此,本研究目的為:瞭解電子業工程師的憂鬱症是否影響其工作表現;探究電子業工程師之工作環境中可能導致憂鬱症的危險因子;瞭解電子業工程師職場內求助行為普遍性,而企業現有措施是否對憂鬱症有幫助。   本研究採取病例-對照研究,有效樣本為615名電子業工程師,病例組為205名來自精神科門診有憂鬱症者,對照組為410名來自同院健檢中心無憂鬱症者。憂鬱症診斷根據精神科專科醫師判斷並輔以貝克憂鬱量表。本研究以問卷調查蒐集資料,並以描述性統計與迴歸分析處理資料。研究結果如下: (1) 負荷-控制-支持模型:高「心理負荷」與低「工作社會支持」是憂鬱症危險因子,低「控制」無充分證據支持是憂鬱症危險因子。 (2) 付出-回饋失衡模型:「付出-回饋失衡」是憂鬱症的危險因子。 (3) 電子業工程師的「職場內求助行為」,對工作環境之於憂鬱症的影響,沒有負向干擾效果。企業現有措施無法證實對憂鬱症有幫助。 (4) 電子業工程師的憂鬱症對其工作表現有負向影響。   本研究證實電子業工程師之工作環境中可能導致憂鬱症的危險因子,而其憂鬱症又會影響工作表現,造成潛在社經損失;因此建議政府與企業應重視職場憂鬱症防治。本研究將整合流行病學、職業醫學與人力資源管理之目前研究,提出契合實務且具體可行的職場憂鬱症防治策略,並以三級預防架構論述之。

並列摘要


[Introduction] Under global competition, certain work conditions are undergoing intensive changes as organizations search for increasing effectiveness and flexibility. This presents a new psychosocial environment with benefits of opportunity against risks of mental health. The electronics industry in Taiwan has established a prominent position of contracture manufacturing in the global division-of-labor chains. In electronics industry, market control is based on the ability of key firms (e.g. Intel or Microsoft) to define new products by breakthrough technologies, while manufacturing is no longer core competency. The manufacturing organizations have to compete globally as efficiently as possible and adopt strategies to motivate employees to increase working hours or demands, probably resulting in stressful work conditions. On the other hands, the development of electronics industry is based on excellent human capital, which can be accumulated by education, experience and health. The health of electronic engineers should be viewed as valuable capital. Despite the economic success, an increasing number of studies have indicated that employees' physical and mental health were of concern in Taiwanese electronics industry, with inadequate resources and safety regulations by the government and organizations. The contexts of electronics industry may generate extraordinarily stressful conditions which would impair psychological health and even cause depressive disorders in employees. However, the organizational facilities of occupational mental health (e.g. employee assistance programs or counseling) have been developed for only three years with limited services. There has been Western literature regarding impact of work conditions on depressive disorders, by mechanisms of Demand-Control-Support (DCS) and Effort-Reward Imbalance (ERI) models. Furthermore, the literature also documents those with depressive disorders have more unemployment, absence and decrements in work performance, compared to non-depressed. To date, there have been few studies targeted at this population of electronic engineers in Taiwan. The objectives of this study are: (1) to confirm if depressive disorders may impair work performance in engineers of electronics industry; (2) to identify the psychosocial work conditions as risk factors of depressive disorders among engineers; (3) to understand the frequency of help-seeking behaviors in workplace and whether current facilities of organizations could prevent depressive disorders. [Methods] The case-control study was conducted among 615 engineers of electronics industry, 205 cases with depressive disorders from psychiatric outpatient and 410 controls who visited health surveys in the same general hospital near Hsinchu Science Park. The cases were defined by the score of 17 or more on the Beck Depression Inventory, as well as diagnosis (major depressive disorder or dysthymic disorder) by the psychiatrist. The self-administered questionnaires included demography, work conditions (DCS/ ERI/ working time/ shift work/ work stressful events), health behaviors (alcohol/ smoking/ exercise/ perceived health), life events, social support (family/ friends), and work performance (absence/ work role limitation/ social functioning). [Results] The sample recruited in this study has 120 females (19.5%) and 495 males (80.5%) with a mean age of 31.5 years (SD= 5.6). Odds ratios (OR) estimated by logistic regression were used to indicate strength of association. Multivariate logistic regression analyses indicated that risk factors for depressive disorders included: high demand (OR=1.17, p= 0.000), low work social support (OR= 0.91, p= 0.003) and high effort-reward imbalance (OR= 1.58, p= 0.039). In addition, depressive disorders are proved to impair work performance in absence (β= 0.19, p= 0.001), work role limitation (β= 0.11, p= 0.013) and social functioning (β= 0.10, p= 0.023) by three multiple linear regression analyses. The results were described as follows: (1) High psychological demand and low work social support are risk factors for depressive disorders. (2) Effort-reward imbalance is a risk factor for depressive disorders. (3) Help seeking in workplace have no moderating effects on relationships between work conditions and depressive disorders. It is not confirmed that current facilities of organizations can prevent depressive disorders. (4) Depressive disorders may impair work performance in engineers of electronics industry. [Discussion] The study demonstrated the work conditions as risk factors for depressive disorders which may impair work performance in engineers of electronics industry, causing potential socio-economic loss. Therefore, we suggest that the government and organizations should emphasize workplace preventive strategies for depressive disorders. In contrast to weakened power of government by globalization, organizations themselves should actively protect employees’ health as human capital, not merely exploitable resource, in order to prevent negative impacts of depression on workplace. Finally, we would propose practical workplace preventive strategies for depressive disorders in the frameworks of primary, secondary and tertiary prevention, based on empirical studies in epidemiology, occupational medicine and human resource management.

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被引用紀錄


胡玲珠(2012)。支持性團體改善科技廠員工憂鬱及壓力之成效研究〔碩士論文,中臺科技大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0099-0905201314440339

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