- 期刊
新科技讓人變成時間小偷嗎？工作不安全感與工作塑造的調節式中介效果模式
Will New Technology Let Human Become Time Thief? A Moderated Mediation Model of Job Insecurity and Job Crafting
摘要
本研究以壓力認知活化理論觀點，探討員工的新興科技危機意識與時間竊盜的關聯性，並提出以工作不安全感及工作塑造為調節式中介效果的研究模型，旨在確定退縮行為的成因並提出員工主動工作行為所帶來的影響。本研究採用問卷調查法以兩階段方式蒐集研究變項，共計回收有效問卷178份，並以路徑分析進行假設檢驗。研究結果顯示：（1）新興科技導入企業確實引起員工的工作不安全感；（2）但工作不安全感並未直接中介新興科技危機意識與時間竊盜之間的關聯性；（3）工作塑造會調節新興科技危機意識透過工作不安全感影響時間竊盜的間接效果，當員工進行較多工作塑造行為時，新興科技危機意識透過工作不安全感影響時間竊盜的條件式間接效果較強。本研究發現工作塑造是一種尋求資源的手段，但該變項的調節效果會增強員工面臨不安全感時，在組織內的時間竊盜現象，顯示未來人資部門在管理組織成員時應更加留意此議題，訂定合理的獎酬及管理制度來防止員工懈怠，保障員工勇於面對組織變化，也能避免員工濫用組織內的相關資源。
並列摘要
This study aims to draw on the cognitive activation theory of stress to investigate the relationships between new technology risk awareness and time theft. Exploring a research model uses job insecurity and job crafting as conditional indirect effects, the current study determines the causes of time theft and suggests remedies for it. Collecting two-wave data from different industries in Taiwan, this study tests the hypotheses on a sample of 178 employees by path analysis. The results reveal that: (1) New technology risk awareness positively relates to job insecurity. (2) However, new technology risk awareness cannot predict time theft via job insecurity. (3) Job crafting moderates this relationship between job insecurity and time theft. Moreover, the conditional indirect effects of new technology risk awareness in predicting time theft via job insecurity are stronger at high as opposed to low levels of job crafting. This study points out that the moderating effect of job crafting enhances the employees' time theft. Job crafting is a way of seeking resources, but the moderating effect of this variable will enhance the phenomenon of time theft in the organization when employees facing insecurity. The results indicated that the HR department should take more notice of managing organizational members in the future. For this issue, a reasonable reward and management system should be established to prevent employees from slacking off, to ensure that employees are brave enough to face the changing environment, and to prevent employees from misusing the organization's support system.