員工在家工作意願與目前工作績效、工作滿意度間之關係

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員工在家工作意願與目前工作績效、工作滿意度間之關係

The Impact of Employees’ Willingness to Work at Home on Current Job Perfor-mance and Job Satisfaction

黃鈺婷 , Masters　　Advisor：李培齊　　

繁體中文

在家工作；工作績效；工作滿意度； Work at home ； Job performance ； Job satisfaction

Abstract │ Reference (60) │ Altmetrics

Abstract 〈TOP〉

Parallel Abstract 〈TOP〉

The work-at-home scheme has existed for a long time in other countries; it is, however, a relatively new topic in Taiwan.  The advent of mobile era make work-life boundaries blurred.  This thesis examined variables such as ‘Gender’, ‘Education’ and ‘Locus of Con-trol’ to explore the impact of employees’ willingness to work at home on job satisfaction and job performance. The study employed a questionnaire survey sent to 306 business employees.  Two way ANOVA was conducted to test the proposed hypotheses. Hopefully, results could be provided to organizations regarding the implementation of work-at-home scheme.  Findings of this thesis are as follows:

1.Willingness to work at home is positively related to job performance.
2.Willingness to work at home is positively related to job performance, and there is  no significant difference between male and female employees.
3.Willingness to work at home is positively related to job performance, and the locus of control has no significant difference between internality and externality individuals.
4.Willingness to work at home is positively related to job performance, and there is no sig-nificant difference between those whose education level were different.
5.Willingness to work at home is not significantly related to job satisfaction.
6.Willingness to work at home is not significantly related to job satisfaction, and there is no significant difference between male and female employees.
7.Willingness to work at home is positively related to job satisfaction, and the relationship is statistically stronger for those who had a higher degree in education.
8.Willingness to work at home is positively related to job satisfaction, and the relationship is statistically stronger for externality individuals, i.e., individuals with external locus of control.

Reference ( 60 ) 〈TOP〉

林泰隆(2008)，人格特質、組織氣候及工作壓力對工作意願之影響-以資訊服務業為例。崑山科技大學企業管理研究所碩士論文。
連結：
林瑩之(2002)，女性經理人工作生活品質與工作適應關聯性之研究。中原大學企業管理研究所碩士論文。
連結：
洪淑娟(2013)，員工工作適應、家長式領導效能對服務品質與員工績效影響之研究。臺北科技大學管理學院經營管理專班碩士論文。
連結：
張玉燕(1994)，勞工特質對企業福利、工作意願與勞資關係之影響研究。國立政治大學勞工研究所碩士論文。
連結：
張碩元(2015)，從組織氣候、組織承諾、內外控人格特質與工作投入來探討教會事工推動之關鍵因素與影響。成功大學企業管理學系碩士在職專班學位論文，1-88。
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