工作輪調與人格特質對輪調後工作壓力的影響— 以C電信公司為例

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Title:	工作輪調與人格特質對輪調後工作壓力的影響— 以C電信公司為例
Other Titles:	The effects of job rotation and personality traits on employee's job stress in C telecom company
Authors:	李占雄;Lee, Chan-hsiung
Contributors:	淡江大學管理科學研究所企業經營碩士在職專班黃國隆;Huang, Kuo-long
Keywords:	工作輪調;人格特質;工作壓力;Job Rotation;personality traits;Job stress
Date:	2008
Issue Date:	2010-01-11 03:48:46 (UTC+8)
Abstract:	本研究旨在瞭解個案公司實施的工作輪調對工作壓力的影響，並探討員工人格特質在「輪調制度對輪調意願」、「輪調制度對壓力反應」及「輪調意願對壓力反應」的關係上之調節作用，以及不同個人背景的員工在輪調意願與壓力反應上的差異性。期盼藉由研究結果對個案公司提出具體可行的建議，以作為實施工作輪調設計的參考。本研究採用量化研究的問卷調查法，共計發出問卷324份，收回278份，扣除填答不完全等無效問卷9份，有效問卷267份，收回有效問卷率82%。本研究結果顯示：一、不同性別及婚姻狀態之受試者在「輪調意願」及「壓力反應」方面，皆無顯著差異。不同「年齡」與「年資」者在「輪調意願」及「壓力反應」上則都呈現顯著的差異。受測者的年齡為35歲以下者的輪調意願最高，而年齡超過55歲者的輪調意願最低；年資為10以下者的輪調意願最高，年資超過 25年者的輪調意願最低。壓力反應方面則發現壓力反應與年齡、年資有負向關係，即年齡愈高、年資愈深，壓力反應愈大。教育程度方面則發現壓力強度隨著教育程度的提高而下降。至於職階對輪調意願的影響則不顯著，但在壓力反應方面則發現隨著職階的提高壓力反應下滑，其中職階為180~220的基層主管壓力反應平均值最高。二、輪調制度構面中「職涯發展的期望」及「輪調制度的明確性」對「輪調意願」有正向的影響關係，其餘「輪調自主性的期望」、「輪調前後工作的相似性」及「輪調現況的評價」對「輪調意願」的影響則不顯著。三、「輪調自主性的期望」對「自卑與不安全感」及「焦慮與適應困難」的壓力反應有正向的影響關係。四、「輪調現況的評價」對「自卑與不安全感」及「焦慮與適應困難」的壓力反應，有顯著的負向影響關係。五、「輪調意願」對「自卑與不安全感」及「焦慮與適應困難」的壓力反應，有顯著的負向影響關係。六、 A型人格特質的受測者之輪調意願及壓力反應都高於B型人格特質者。七、人格特質在「輪調制度的明確性對輪調意願的影響上」具有調節作用。八、人格特質在「輪調現況的評價對退縮反應的影響上」具有調節作用。九、人格特質在「輪調自主性的期望對自卑與不安全感的影響上」具有調節作用。十、人格特質在「輪調自主性的期望對焦慮與適應困難的影響上」具有調節作用。十一、人格特質在「輪調現況的評價對焦慮與適應困難的影響上」具有調節作用。 The purpose of this study is to understand the effect of job rotation on job stress and investigate the regulating function of employee personality traits among “rotation system on rotation intention”, “rotation system on job stress” and “rotation intention on job stress”, and the difference of rotation intention and job stress for employees with different personal background. We sincerely hope that this research result will provide feasible suggestions for future references of designing job rotation. This study adopted quantitative survey with a total of 324 copies of questionnaire and 278 copies rendered. There are 267 copies of valid questionnaire and nine copies of invalid questionnaire omitted due to incomplete answers. Valid returning rate is 82%. Research results show: 1. There is no significant difference among participants of different gender and marriage status on “rotation intention” and “job stress”. There is significant difference among participants with different “age” and “seniority”. For participants of younger than 35 years old, their rotation intention is the highest while the participants of older than 55 years old have the lowest rotation intention. Those who have seniority of less than 10 years have the highest rotation intention while those who have seniority of more than 25 years have the lowest rotation intention. In terms of job stress, there is negative relationship among job stress, age and seniority. That is, people who are older and with more seniority have more job stress. In terms of educational background, people who are more educated have less job stress. There is no significant effect of job rank on rotation intention. In terms of job stress, people with higher rank have less job stress. Among them, entry-level managers with job rank of 180~220 have the highest job stress. 2. There is positive effect of “career expectation” and “explicitness of job rotation” on “job intention”. On the other hand, there is no significant effect of “expectation of rotation autonomy”, “job similarity between rotations” and “evaluation of rotation” on “rotation intention”. 3. There is positive effect of “expectation of rotation autonomy” on “inferiority and insecurity” and “anxiety and adaptation difficulty” among job stress. 4. There is negative effect of “evaluation of rotation condition” on “inferiority and insecurity” and “anxiety and adaptation difficulty” among job stress. 5. There is significant negative effect of “rotation intention” on “inferiority and insecurity” and “anxiety and adaptation difficulty” among job stress. 6. Participants who have A-type personality have higher rotation intention and job stress, compared with people with B-type personality. 7. There is regulating function of personality on “the effect of explicitness of rotation system on rotation intention”. 8. There is regulating function of personality on “the effect of rotation evaluation on withdrawal reaction”. 9. There is regulating function of personality on “the effect of expectation of rotation autonomy on senses of inferiority and insecurity”. 10. There is regulating function of personality on “the effect of expectation of rotation autonomy on anxiety and adaptation difficulty”. 11. There is regulating function of personality on “the effect of rotation evaluation on anxiety and adaptation difficulty”.
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