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政大機構典藏 > 理學院 > 心理學系 > 學位論文 > Item 140.119/156488

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Title:	提升遠距員工結果的工作設計特徵：遠距工作強度與知覺組織社會支持的調節效果檢驗 Enhancing Teleworkers Outcomes Through Job Design Characteristics: Examining the Moderating Roles of Telework Intensity and Perceived Organizational Social Support
Authors:	洪睿均 Hung, Jui-Chun
Contributors:	郭建志 Kuo, Chien-Chih 洪睿均 Hung, Jui-Chun
Keywords:	遠距工作工作自主性工作相依性遠距工作強度知覺組織社會支持 Telework Autonomy Interdependence Telework Intensity Perceived Organizational Social Support
Date:	2025
Issue Date:	2025-04-01 12:28:10 (UTC+8)
Abstract:	COVID-19 疫情造成全球進入全面遠距工作的狀態，讓組織了解到遠距工作帶來的許多好處，因此在疫情結束後，許多組織仍持續採取密集的遠距辦公。與日俱增的遠距工作需求促使越來越多文獻試圖回答「哪些因素能夠造就成功的遠距工作？」，也就是在達成組織結果與目標的同時，成就遠距員工的福祉與個人滿意。本研究選擇「工作自主性」與「工作相依性」兩個尤為重要的工作設計特徵，並且採取將兩者視為前置變項的取徑，以符合現今相對大規模實施遠距工作的趨勢，觀察兩者與成功的遠距工作（工作績效、工作生活平衡）之間的關聯。此外，本研究亦將遠距工作研究中常見的遠距工作強度以調節變項的角色納入研究架構，檢驗其如何改變上述關聯。最後，過去將工作設計特徵納入架構的遠距工作研究經常止步於遠距工作強度與工作設計特徵之間的調節效果對於遠距員工結果的影響，卻鮮少有其他發現供遠距工作管理者作為介入的參考。因此本研究欲探索知覺組織社會支持的調節效果，試圖提供過往文獻缺乏的實務建議。本研究以兩階段問卷調查法進行，共回收 83 份有效問卷。研究結果顯示遠距員工的工作自主性可顯著預測工作績效與工作生活平衡；工作相依性與工作績效、工作生活平衡之間皆無顯著關聯。遠距工作強度除了正向調節工作相依性與工作生活平衡之間的關聯外，未能調節其他工作設計特徵對於遠距員工結果的效果；知覺組織社會支持除了增強工作自主性對工作績效的正向效果，未能調節其他工作設計特徵對於遠距員工結果的效果。 The COVID-19 pandemic led organizations worldwide to adopt full-scale telework arrangements, and many have continued using extensive telework practices even after the pandemic. With the growing demand for telework, increasing academic attention is being directed toward identifying the factors that foster successful telework—namely, simultaneously achieving organizational goals while promoting employees’ well-being and personal satisfaction. In this study, we focus on two critical work design characteristics, autonomy and interdependence, and consider them as antecedent variables, reflecting current trends of relatively large-scale telework implementations. We then examine their relationships with two key outcomes of successful telework—job performance and work–life balance. In addition, telework intensity is incorporated as a moderator to investigate how it alters these associations. Although past research often addresses the moderating role of telework intensity in shaping the effects of work design characteristics on teleworker outcomes, few additional insights have been offered to inform managerial interventions. Accordingly, this study further explores the moderating effect of perceived organizational social support, aiming to provide more comprehensive practical recommendations for telework management. Using a two-wave survey, we collected 83 valid responses. The results show that autonomy of teleworkers significantly predicts both job performance and work–life balance, whereas interdependence demonstrates no significant relationship with either outcome. Beyond that, telework intensity positively moderates the association between interdependence and work–life balance, yet fails to moderate the effects of other work design characteristics on teleworker outcomes. Finally, perceived organizational social support enhances the positive effect of autonomy on job performance, but does not moderate the other relationships between work design characteristics and teleworker outcomes.
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Description:	碩士國立政治大學心理學系 110752018
Source URI:	http://thesis.lib.nccu.edu.tw/record/#G0110752018
Data Type:	thesis
Appears in Collections:	[心理學系] 學位論文

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