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| Title: | Z 世代遠距工作成效與組織文化–以工作不安全感和工作敬業度為調節變項
The performance of work from home from Generation Z and organizational culture: Job insecurity and job engagement as moderators |
| Authors: | 林聖哲
Lin, Sheng-Che |
| Contributors: | 林月雲
Lin, Yeh-Yun
林聖哲
Lin, Sheng-Che |
| Keywords: | 遠距工作
組織文化
工作滿意度
工作敬業度
工作不安全感
創新工作行為
Work from home
Organizational culture
Job satisfaction
Work engagement
Job insecurity
Innovative work behavior |
| Date: | 2022 |
| Issue Date: | 2022-07-01 16:35:56 (UTC+8) |
| Abstract: | 在 Covid-19 疫情全球爆發後，企業首度大規模採行遠距工作制度，並且企業也發現 Z 世代於就業市場中比例逐漸增加，設計良好遠距工作制度，以吸引 Z 世代人才加入企業，成為企業重要課題。鑑於過去遠距工作相關研究較少針對 Z 世代族群，並鮮少文獻研究組織文化、工作敬業度、工作不安全感對於Z 世代在不同遠距工作制度中的工作滿意度和創新工作行為之影響，此為本研究欲探討之方向。
作者透過網路發放問卷，以台灣地區的 Z 世代族群 (1995-2010年間出生) 為研究對象，一共回收有效問卷 248 份。藉由回收問卷資料，了解受測者所在企業之組織文化、工作不安全感、工作敬業度、創新工作行為和工作滿意度。本研究進一步探討組織文化、工作不安全感和工作度敬業度是如何影響 Z 世代遠距工作成效 (工作滿意度和創新工作行為)。結果如下：
(一)組織文化會影響企業施行的遠距工作制度
(二)遠距工作期間，組織文化與 Z 世代成員特性越符合，會有更高工作滿意度
(三)工作不安全感和工作敬業度對遠距工作制度和工作滿意度關係無調節效果
(四)工作不安全感對遠距工作制度和創新工作行為關係無調節效果
(五)工作敬業度對遠距工作制度和創新工作行為關係有調節效果
After the outbreak of Covid-19, enterprises largely implemented work from home policy for the first time. Since the number of Generation Z in the labor market is gradually increasing, it is important for enterprises to design an attractive work from home policy to attract Generation Z talents. Given the lack of work from home related research on Generation Z, few studies discussed the impact of organizational culture, work engagement, job insecurity on job satisfaction and innovative work behavior of Generation Z. As a result, this research intends to address the above issues.
The author conducted online questionnaires, aiming at Generation Z in Taiwan (born between 1995 and 2010) as the research subject, and collected 248 valid copies of questionnaire. Through these responses, the author measured the factors such as organizational culture, job insecurity, job engagement, innovative work behaviors, and job satisfaction of the respondents’ companies. This study further examined how organizational culture, job insecurity, and job engagement affect Generation Z’s work from home performances (job satisfaction and innovative work behaviors). The results are as follows:
(1) Organizational culture affects how the companies implement work from home policies.
(2) During the period of work from home, the better fit the organizational culture and the characteristics of Generation Z, the higher the job satisfaction.
(3) Job insecurity and job engagement have no moderating effect on the relationship between different work from home policies and job satisfaction.
(4) Job insecurity has no moderating effect on the relationship between different work from home policies and innovative work behaviors.
(5) Job engagement has moderating effect on the relationship between different work from home policies and innovative work behaviors. |
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| Description: | 碩士
國立政治大學
企業管理研究所(MBA學位學程)
109363100 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0109363100 |
| Data Type: | thesis |
| DOI: | 10.6814/NCCU202200493 |
| Appears in Collections: | [企業管理研究所（MBA學位學程）] 學位論文
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