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https://nccur.lib.nccu.edu.tw/handle/140.119/141211
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| 題名: | 下班主管Line不停：離線權對於員工職家衝突、情緒耗竭和離職傾向之影響
Keep getting message from manager after work：The effect of the right to disconnect for employee on work-family conflict, emotional exhaustion and turnover intention |
| 作者: | 陳弘軒
Chen, Hong-Hsuan |
| 貢獻者: | 劉梅君
Liu, Mei-Chun
陳弘軒
Chen, Hong-Hsuan |
| 關鍵詞: | 離線權
職家衝突
情緒耗竭
離職傾向
Right to disconnect
Work-family conflict
Emotional exhaustion
Turnover intention |
| 日期: | 2022 |
| 上傳時間: | 2022-08-01 18:19:11 (UTC+8) |
| 摘要: | 現代科技日新月異，當前大家往往已將通訊軟體取代電話，不僅省錢也省時。但是通訊軟體的蓬勃發展也侵蝕了「工作和休息」之間的分隔線，使的上班與下班的界線產生模糊，可能導致員工無法獲得充分休息，這迫使員工在家仍無法好好休息，無時無刻都處於「待命」階段，宛如一台永不停歇的機器，對於員工的心理壓力影響甚鉅，同時也對於員工家庭生活和人際互動造成巨大威脅。如今歐洲國家開始逐漸對於「離線權」增訂立法，然台灣目前仍處於勞團倡議階段，於學術研究領域也鮮有討論與研究報告。
為探討離線權對於員工職家衝突、情緒耗竭與離職傾向間的相互關係，本研究透過問卷方式進行量測，且自行設計離線權量表與測量構面，並採「情境設計」，依照不同頻率與及時回覆與否設計出4個不同之情境，而後4個情境共回收610份有效問卷，後續採PLS-SEM進行資料處理。
研究發現不同情境對於受測者存在不同之受測感受，但是皆顯示離線權之情緒、不利益待遇、主動離線意圖對於職家衝突、情緒耗竭、離職傾向間具備正向顯著影響，且情緒耗竭與職家衝突皆存在個別中介離線權對於離職傾向的效果。而透過MGA檢驗發現不同群組對於個別關係存在不一之顯著關係。
基於研究成果，顯見於下班後以通訊軟體交辦公務對於員工的工作生活平衡產生嚴重衝突，並會促使員工而後身心俱疲選擇離開組織另謀他就，因此建議於實務界應盡量降低於下班後以通訊軟體打擾員工的狀況，且如有需要宜闡明原因且盡量以緊急狀況為主，並需要給予合理補償；於法政面建議因離線權立法困難，可採較為溫和之手段，且於立法時應明確限制雇主，而非由員工主動發動。
With the rapid development of modern technology, communication software has often replaced the telephone, which not only saves money but also saves time. However, the booming development of communication software has also eroded the dividing line between "work and rest", blurring the line between work and off work, which may lead to employees not getting enough rest at home, and always in the "standby" stage like a machine that never stops. It has a huge impact on the psychological pressure of employees, and also poses a huge threat to employees` family life and interpersonal interactions. Nowadays, European countries are gradually increasing the legislation on " right to disconnect ", but Taiwan is still in the stage of labor union advocacy with few discussions and academic research reports.
In order to explore the relationship between right to disconnect and employee`s work-family conflict, emotional exhaustion and turnover intention, this study measured it through questionnaires, and designed the right to disconnect scale and measurement dimensions. Four different scenarios were designed with different frequencies and timely responses, with a total of 610 valid questionnaires collected covering the four scenarios, followed by PLS-SEM for data processing.
The study found that different situations have different measured feelings for the subjects, but they all showed that the emotion of right to disconnect, unfair treatment, and active disconnect had a positive and significant impact on work-family conflict, emotional exhaustion, and turnover intention Furthermore, emotional exhaustion and work-family conflicts have an intermediary effect on turnover intention.
Based on the research results, using communication software to continue give order after work has a serious negative impact on employees` work-life balance, and will prompt employees to leave the organization to find other jobs after being physically and mentally exhausted. This study gives advice to employers to restrain from using communication software unless emergency. In that case, employers have to give reasonable compensation.Given the difficulty of legislation on right to disconnect in near future, moderate legal measures can be adopted to explicitly restrict employers using communication software and the right to disconnect is better designed not to beinitiated by employees. |
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| 描述: | 碩士
國立政治大學
勞工研究所
109262002 |
| 資料來源: | http://thesis.lib.nccu.edu.tw/record/#G0109262002 |
| 資料類型: | thesis |
| DOI: | 10.6814/NCCU202200968 |
| 顯示於類別: | [勞工研究所] 學位論文
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文件中的檔案:
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大小 | 格式 | 瀏覽次數 |
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| 200201.pdf | | 6609Kb | Adobe PDF2 | 178 | 檢視/開啟 |
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