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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Title:	員工在家工作意願與目前工作績效、工作滿意度間之關係
Other Titles:	The impact of employees' willingness to work at home on current job perfor-mance and job satisfaction
Authors:	黃鈺婷;Huang, Yu-Ting
Contributors:	淡江大學管理科學學系碩士班李培齊
Keywords:	在家工作;工作績效;工作滿意度;Work at home;job performance;Job Satisfaction
Date:	2016
Issue Date:	2017-08-24 23:40:33 (UTC+8)
Abstract:	在家工作制度在國外行之有年，但對於國內企業仍是相當新鮮課題，行動時代的來臨，讓工作與生活界線逐漸模糊。本研究以性別、教育程度與內外控人格特質三個變項探討員工對在家工的意願程度與工作績效以及工作滿意度之間的關聯性。採用問卷調查法，以306位企業員工為研究對象，使用SPSS20.0進行資料分析，透過描述性統計、Pearson相關係數和雙因子變異數分析及等統計方法，分析數據並檢討研究結果做成建議，提供企業導入在家工作方式的參考。研究發現如下： (1)員工在家工作意願度與工作績效之間有正向影響。 (2)員工在家工作意願程度與工作績效之間有正向影響，但女性員工與男性員工之間並無顯著差異。 (3)員工在家工作意願程度與工作績效之間有正向影響，但教育程度高之員工與教育程度低之員之間並無顯著差異。 (4)員工在家工作意願程度與工作績效之間有正向影響，但外控傾向之員工與內控傾向之員工間並無顯著差異。 (5)員工在家工作意願程度與工作滿意度之間無顯著正向影響。 (6)員工在家工作意願程度與工作滿意度之間有正向影響，但女性員工與男性員工之間並無顯著差異。 (7)員工在家工作意願程度與工作滿意度之間有正向影響，教育程度高之員工較教育程度低之員工更為顯著。 (8)員工在家工作意願程度與工作滿意度之間有正向影響，且外控傾向之員工較內控傾向之員工更為顯著。 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.
Appears in Collections:	[Department of Management Sciences] Thesis

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