政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/140733

政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/140733

English | 正體中文 | 简体中文 | Post-Print筆數 : 27 | 全文笔数/总笔数 : 113648/144635 (79%)
造访人次 : 51618002 在线人数 : 551

RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.

搜寻范围

查询小技巧：

您可在西文检索词汇前后加上"双引号"，以获取较精准的检索结果

若欲以作者姓名搜寻，建议至进阶搜寻限定作者字段，可获得较完整数据

进阶搜寻

主页 ‧ 登入 ‧ 上传 ‧ 说明 ‧ 关于政大典藏 ‧ 管理

到手机版

政大機構典藏 > 商學院 > 企業管理研究所（MBA學位學程） > 學位論文 > Item 140.119/140733

请使用永久网址来引用或连结此文件: https://nccur.lib.nccu.edu.tw/handle/140.119/140733

题名:	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
作者:	林聖哲 Lin, Sheng-Che
贡献者:	林月雲 Lin, Yeh-Yun 林聖哲 Lin, Sheng-Che
关键词:	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
日期:	2022
上传时间:	2022-07-01 16:35:56 (UTC+8)
摘要:	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.
參考文獻:	1.朱瓊華 (2002)。電傳勞動管理問題之初探 (未出版碩士論文)。國立中山大學，高雄市。 2.彭台光、高月慈、林鉦棽 (2006)。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23(1)，77–98。 https://doi.org/10.6504/JOM.2006.23.01.05 3.賴偉文 (2020)。新冠肺炎下新工作模式的轉變。CIER. http://www.cier.edu.tw/site/cier/public/data/189-025-030-%E6%96%B0%E5%86%A0%E8%82%BA%E7%82%8E%E4%B8%8B%E6%96%B0%E5%B7%A5%E4%BD%9C%E6%A8%A1%E5%BC%8F%E7%9A%84%E8%BD%89%E8%AE%8A-%E8%B3%B4%E5%81%89%E6%96%87.pdf 4.Agarwal, U. A., Datta, S., Blake-beard, S. & Bhargava, S. (2012). Linking LMX, Innovative Work Behavior and Turnover Intentions. Career Development International, 17(3), 208–230. https://doi.org/10.1108/13620431211241063 5.Alarcon, G. M. & Lyons, J. B. (2011). The Relationship of Engagement and Job Satisfaction in Working Samples. The Journal of Psychology Interdisciplinary and Applied, 145(5), 463–480. https://doi.org/10.1080/00223980.2011.584083 6.Alarcon, G. M. & Edwards, J. M. (2011). The Relationship of Engagement, Job Satisfaction and Turnover Intentions. Stress and Health, 27(3), 294–298. https://doi.org/10.1002/smi.1365 7.Alipour, J. V., Falck, O. & Schüller, S. (2020). Germany’s Capacity to Work from Home. CESifo. https://www.cesifo.org/en/publikationen/2020/working-paper/germanys-capacity-work-home 8.Allen, T. D., Johnson, R. C., Kiburz, K. M. & Shockley, K. (2013). Work-Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility. Personnel Psychology, 66(2), 345–376. https://doi.org/10.1111/peps.12012 9.Akram, T. & Haider, M. J. (2016). The Impact of Relational Leadership on Employee Innovative Work Behavior in IT Industry of China. Arab Economic and Business Journal, 11(2), 153–161. 10.Amabile, T. M. (1988). A Model Of Creativity And Innovation In Organizations. Research in Organizational Behavior, 10, 123–167. 11.Annesley, C. (2007). Lisbon and social Europe: towards a European `adult worker model` welfare system, Journal of European Social Policy, 17 (3), 195–205. https://doi.org/10.1177/0958928707078363 12.Ashford, S. j, Lee, C. & Bobko, P. (1989). Content, Cause, and Consequences of Job Insecurity: A Theory-Based Measure and Substantive Test. The Academy of Management Journal, 32(4), 803–829. https://doi.org/10.2307/256569 13.Arogyaswamy, B. & Byles, charles M. (1987). Organizational Culture: Internal and External Fits. Journal of Management, 13, 647–659. https://doi.org/10.1177/014920638701300406 14.Babapour, M. & Hultberg, A. (2021). Post-Pandemic Office Work: Perceived Challenges and Opportunities for a Sustainable Work Environment. Sustainability, 14(11), 294. https://doi.org/10.3390/su14010294 15.Bakker, A. B. & Demerouti, E. (2006). Towards a Model of Work Engagement. Career Development International, 13(3), 209–223. https://doi.org/10.1108/13620430810870476 16.Bakker, A. B. & Demerouti, E. (2007). The Job Demands-Resources Model: State of the Art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115 17.Bakker, A. B. & Demerouti, E. (2017). Job demands‐resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056 18.Balajia, M. S., Jiang, Y., Singh, G. & Jha, S. (2020). Letting go or getting back: How organization culture shapes frontline employee response to customer incivility. Journal of Business Research, 111, 1–11. https://doi.org/10.1016/j.jbusres.2020.02.00 19.Bailey, D. e, & Kurland, N. B. (2002). A Review of Telework Research: Findings, New Directions, and Lessons for the Study of Modern Work. Journal of Organizational Behavior, 23(4), 383–400. https://doi.org/10.1002/job.144 20.Bailey, D. & Kurland, N. (2006). A Review of Telework Research: Findings, New Directions, and Lessons for the Study of Modern Work. Journal of Organizational Behavior, 23(4), 383–480. https://doi.org/10.1002/job.144 21.Bakker, A. B., Demerouti, E. & Sanz-vergel, A. I. (2014). Burnout and Work Engagement: The JD-R Approach. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 389–411. https://doi.org/10.1146/annurev-orgpsych-031413-091235 22.Bellmann, L. & Hübler, O. (2020). Working from Home, Job Satisfaction and Work–Life Balance – Robust or Heterogeneous Links? International Journal of Manpower, 42(3), 424-441. https://doi.org/10.1108/IJM-10-2019-0458 23.Berger, L. A. & Berger, D. R. (2003). The Talent Management Handbook: Creating Organizational Excellence by Identifying, Developing, and Promoting Your Best People (1st ed.). McGraw-Hill. 24.Berkup, S. B. (2014). Working With Generations X And Y In Generation Z Period: Management Of Different Generations In Business Life. Mediterranean Journal of Social Sciences, 5(19), 218–229. https://doi.org/10.5901/mjss.2014.v5n19p218 25.Berge, Z. L. & Berge, M. B. (2019). The Economic ABCs of Educating and Training Generations X, Y, and Z. Performance Improvement, 58(5), 44–53. https://doi.org/10.1002/pfi.21864 26.Blau, G., Tatum, D. S., Mccoy, K., Dobria, L. & Ward-cook, K. (2004). Job Loss, Human Capital Job Feature, and Work Condition Job Feature as Distinct Job Insecurity Constructs. Journal of Allied Health, 33(1), 31–41. 27.Bloom, N., Liang, J. & Roberts, J. (2013). Does Working from Home Work? Evidence from a Chinese Experiment. Quarterly Journal of Economics, 130(1), 165–218. https://doi.org/10.1093/qje/qju032 28.Bordia, P., Hunt, E., Paulsen, N., Tourish, D. & Difonzo, N. (2004). Uncertainty during Organizational Change: Is It All about Control? European Journal of Work and Organizational Psychology, 13(3), 345–365. https://doi.org/10.1080/13594320444000128 29.Brynjolfsson, E., Horton, J. J., Ozimek, A., Rock, D., Sharma, G. & Tuye, H. (2020). COVID-19 and Remote Work: An Early Look at US Data. National Bureau of Economic Research, 27344. https://doi.org/10.3386/w27344 30.Cabrera, Á., Collins, W. C. & Salgado, J. F. (2006). Determinants of Individual Engagement in Knowledge Sharing. The International Journal of Human Resource Management, 17(2), 245–264. https://doi.org/10.1080/09585190500404614 31.Caplan, R. D. (1975). Job Demands and Worker Health: Main Effects and Occupational Differences. National Institute for Occupational Safety and Health. 32.Cavanaugh, M. A., Boswell, W. R., Roehling, M. V. & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among US managers. Journal of Applied Psychology, 85(1), 65–74. https://doi.org/10.1037/0021-9010.85.1.65 33.Chafi, M. B., Hultberg, A. & Yams, N. B. (2021). Post-Pandemic Office Work: Perceived Challenges and Opportunities for a Sustainable Work Environment. Sustainability, 14(1), 294. https://doi.org/10.3390/su14010294 34.Chen, W. J. (2011). Innovation in Hotel Services: Culture and Personality. International Journal of Hospitality Management, 30(1), 64–72. https://doi.org/10.1016/j.ijhm.2010.07.006 35.Cheng, G. & Chan, D. (2008). Who Suffers More from Job Insecurity? A Meta-Analytic Review. Applied Psychology, 57(2), 272–303. https://doi.org/10.1111/j.1464-0597.2007.00312.x 36.Chillakuri, B. & Mahanandia, R. (2018). Generation Z Entering the Workforce: The Need for Sustainable Strategies in Maximizing Their Talent. Human Resource Management International Digest, 26(4), 34–38. https://doi.org/10.1108/HRMID-01-2018-0006 37.Claver, E., Llopis, J., Gasco, J., Molina, H. & Conca, F. J. (1999). Public Administration: From Bureaucratic Culture to Citizen-Oriented Culture. International Journal of Public Sector Management, 12(5), 455–464. https://doi.org/10.1108/09513559910300226 38.Cuyper, N. D., Bernhard-Oettel, C., Berntson, E., Witte, H. D. & Alarco, B. (2008). Employability and Employees’ Well‐Being: Mediation by Job Insecurity. Applied Psychology, 57(3), 488–509. https://doi.org/10.1111/j.1464-0597.2008.00332.x 39.Daft, R. L. & Lengel, R. H. (1986). Organizational Information Requirements, Media Richness and Structural Design. Management Science, 32(5), 554–571. https://doi.org/10.1287/mnsc.32.5.554 40.Darvishmotevali, M., Huseyin, A. & Kilic, H. (2017). Effect of job insecurity on frontline employee’s performance: Looking through the lends of psychological strains and leverages. International Journal of Contemporary Hospitality Management, 29(6), 1724–1744. https://doi.org/10.1108/IJCHM-12-2015-0683 41.Davy, J. A. & Kinicki, A. J. (1997). A Test of Job Security’s Direct and Mediated Effects on Withdrawal Cognition. Journal of Organizational Behavior, 18(4), 323–349. https://doi.org/10.1002/(SICI)1099-1379(199707)18:4<323::AID-JOB801>3.0.CO;2-# 42.Deci, E. L. & Ryan, R. M. (2000). The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior. Psychological Inquiry, 11(4), 227–268. https://doi.org/10.1207/S15327965PLI1104_01 43.De Jong, J. P. & Den Hartog, D. N. (2010). Measuring Innovative Work Behavior. Creativity and Innovation Management, 19(1), 23–36. https://doi.org/10.1111/j.1467-8691.2010.00547.x 44.Destefano, L. (2019). Generation Z in the Workplace. Workforce Institute at Kronos. https://workforceinstitute.org/wp-content/uploads/2019/11/Full-Report-Generation-Z-in-the-Workplace.pdf 45.Díaz-martín, A. M., Yagüe, M. J. & Campo, S. (2014). Hotel Innovation and Performance in Times of Crisis. International Journal of Contemporary Hospitality Management, 26(8), 1292–1311. https://doi.org/10.1108/IJCHM-08-2013-0373 46.Dickinson, D. & Villeval, M. (2008). Does Monitoring Decrease Work Effort?: The Complementarity between Agency and Crowding-out Theories. Games and Economic Behavior, 63(1), 56–76. https://doi.org/10.1016/j.geb.2007.08.004 47.Dingel, J. I. & Neiman, B. (2020). How Many Jobs Can Be Done at Home? Journal of Public Economics, 189(2), 104235. https://doi.org/10.1016/j.jpubeco.2020.104235 48.DuBrin, A. J. (1991). Comparison of the Job Satisfaction and Productivity of Telecommuters versus In-House Employees: A Research Note on Work in Progress. Psychological Reports, 68(4), 1223–1234. https://doi.org/10.2466/PR0.68.4.1223-1234 49.Dupont, S. (2015). Move Over Millennials, Here Comes Generation Z: Understanding the ‘New Realists’ Who Are Building the Future. Public Relations Tactics. https://apps.prsa.org/Intelligence/Tactics/Articles/view/11057/1110/Move_Over_Millennials_Here_Comes_Generation_ 50.Eldor, L. & Shoshani, A. (2017). Are You Being Served? The Relationship between School Climate for Service and Teachers’ Engagement, Satisfaction, and Intention to Leave: A Moderated Mediation Model. The Journal of Psychology Interdisciplinary and Applied, 151(2), 359–378. https://doi.org/10.1080/00223980.2017.1291488 51.West, M. A. & Farr, J. L. (Eds.). (1990). Innovation and creativity at work: Psychological and organizational strategies. John Wiley & Sons. 52.Fernandez, S. & Moldogaziev, T. (2013). Employee empowerment, employee attitudes, and performance: Testing a causal model. Public Administration Review, 73(3), 490–506. 53.Frese, M. (2008). The Word Is Out: We Need an Active Performance Concept for Modern Workplaces. Industrial and Organizational Psychology, 1(1), 67–69. https://doi.org/10.1111/j.1754-9434.2007.00012.x 54.Gabrielova, K. & Buchk, A. A. (2021). Here Comes Generation Z: Millennials as Managers. Business Horizons, 6(4), 489–499. 55.Gajendran, R. & Harrison, D. A. (2007). The Good, the Bad, and the Unknown About Telecommuting: Meta-Analysis of Psychological Mediators and Individual Consequences. Journal of Applied Psychology, 92(6), 1524–1541. https://doi.org/10.1037/0021-9010.92.6.1524 56.Gallouj , F., Weber, K. M., Stare, M. & Rubalcaba, L. (2006). The Futures of the Service Economy in Europe: A Foresight Analysis. Journal of Organizational Behavior, 23(4), 383–480. https://doi.org/10.1002/job.144 57.Gilboa, S., Shirom, A., Fried, Y. & Cooper, C. (2008). A meta-analysis of work demand stressors and job performance: Examining main and moderating effects. Personnel Psychology, 61(2), 227–271. https://doi.org/10.1057/9781137310651_10 58.Girard, K. (1997). Ditching the Commute. Computerworld, 31(35). 59.Greenhalgh, L. & Rosenblatt, Z. (1984). Job Insecurity: Toward Conceptual Clarity. The Academy of Management Review, 9(3), 438–448. https://doi.org/10.5465/AMR.1984.4279673 60.Grunberg, L., Moore, S. Y. & Greenberg, E. (1998). Work Stress and Problem Alcohol Behavior: A Test of the Spillover Model. Journal of Organizational Behavior, 19(5), 487–502. https://doi.org/10.1002/(SICI)1099-1379(199809)19:5<487::AID-JOB852>3.0.CO;2-Z 61.Gschwind, L. & Vargas, O. (2019). Telework and Its Effects in Europe. Telework in the 21st Century, 36–75. https://doi.org/10.4337/9781789903751.00007 62.Guglielmi, D., Avanzi, L., Chiesa, R., Mariani, M. G., Bruni, I. & Depolo, M. (2016). Positive aging in demanding workplaces: The gain cycle between job satisfaction and work engagement. Frontiers in Psychology, 7, 1224. https://doi.org/10.3389/fpsyg.2016.01224 63.Hackman, J. R. & Oldham, G. R. (1976). Motivation through the Design of Work: Test of a Theory. Organizational Behavior and Human Performance, 16(2), 250–279. https://doi.org/10.1016/0030-5073(76)90016-7 64.Hair, J. F., Black, B., Babin, B. & Anderson, R. E. (2006). Multivariate Data Analysis (6th ed.). NJ: Pearson Prentice Hall. 65.Hakanen, J. J., Perhoniemi, R. & Toppinen-tanner, S. (2008). Positive Gain Spirals at Work: From Job Resources to Work Engagement, Personal Initiative and Work-Unit Innovativeness. Journal of Vocational Behavior, 73(1), 78–91. https://doi.org/10.1016/j.jvb.2008.01.003 66.Hammond, M. M., Neff, N. L., Farr, J. L. & Schwall, A. (2011). Predictors of Individual-Level Innovation at Work: A Meta-Analysis. Psychology of Aesthetics Creativity and the Arts, 5(1), 90–105. https://doi.org/10.1037/a0018556 67.Hartley, J. F., Jacobson, D., Klandermans, P. G. & Vuuren, T. V. (1991). Job Insecurity: Coping with Jobs at Risk. Sage Publications Ltd. 68.Hartog, D. D., & Verburg, R. (2004). High Performance Work Systems, Organisational Culture and Firm Effectiveness. Human Resource Management Journal, 14(1), 55–78. https://doi.org/10.1111/j.1748-8583.2004.tb00112.x 69.Hayman, J. R. (2009). Flexible Work Arrangements: Exploring the Linkages Between Perceived Usability of Flexible Work Schedules and Work/Life Balance. Community Work & Family Work & Family, 12(3), 327–338. https://doi.org/10.1080/13668800902966331 70.Hellgren, J., Sverke, M. & Isaksson, K. S. (1999). A Two-Dimensional Approach to Job Insecurity: Consequences for Employee Attitudes and Well-Being. European Journal of Work and Organizational Psychology, 8(2), 179–195. https://doi.org/10.1080/135943299398311 71.Hobfoll, S. B. (1989). Conservation of Resources: A New Attempt at Conceptualizing Stress. American Psychologies, 44(3), 513–524. https://doi.org/10.1037/0003-066X.44.3.513 72.Hobfoll, S. E., Freedy, J., Lane, C. & Geller, P. (1990). Conservation of social resources: Social support resource theory. Journal of Social and Personal Relationships, 7(4), 465–478. https://doi.org/10.1177/0265407590074004 73.Holgersen, H. & Jia, Z. (2021). Who and How Many Can Work from Home? Evidence from Task Descriptions. Journal for Labour Market Research, 55(1), 4–17. https://doi.org/10.1186/s12651-021-00287-z 74.Hon, A. H. (2012). Shaping Environments Conductive to Creativity: The Role of Intrinsic Motivation. Cornell Hospitality Quarterly, 53(1), 53–64. https://doi.org/10.1177/1938965511424725 75.Hossein, S. & Shirazi, Z. R. H. (2021). Towards Teacher Innovative Work Behavior: A Conceptual Model. Cogent Education, 8(1), 1869364. https://doi.org/10.1080/2331186X.2020.1869364 76.Hulin, C. (1991). Adaptation, persistence, and commitment in organizations. Handbook of industrial and organizational psychology, 445–505 77.Jaiswal, D. & Dhar, R. L. (2017). Impact of Human Resources Practices on Employee Creativity in the Hotel Industry: The Impact of Job Autonomy. Journal of Human Resources in Hospitality & Tourism, 16(1), 1–21. https://doi.org/10.1080/15332845.2016.1202035 78.Janssen, O. (2000). Job Demands, Perceptions of Effort-Reward Fairness and Innovative Work Behavior. Journal of Occupational and Organizational Psychology, 73(3), 287–302. https://doi.org/10.1348/096317900167038 79.Janssen, O. (2003) Innovative Behaviour and Job Involvement at the Price of Conflict and Less Satisfactory Relations with Co-Workers. Journal of Occupational and Organizational Psychology, 76(3), 347–64. https://doi.org/10.1348/096317903769647210 80.Judge, T. A. & Klinger, R. (2008). Job satisfaction: Subjective well-being at work. The science of subjective well-being, 393-41. 81.Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. The Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/256287 82.Karanika-murray, M., Duncan, N., Pontes, H. M. & Griffiths, M. D. (2015). Organizational Identification, Work Engagement, and Job Satisfaction. Journal of Managerial Psychology, 30(8), 1–17. https://doi.org/10.1108/JMP-11-2013-0359 83.Kim, S. (2002). Participative Management and Job Satisfaction: Lessons for Management Leadership. Public Administration Review, 62(2), 231–241. https://doi.org/10.1111/0033-3352.00173 84.Khazanchi, S., Lewis, M. W. & Boyer, K. K. (2007). Innovation-Supportive Culture: The Impact of Organizational Values on Process Innovation. Journal of Operations Management, 25(4), 871–884. https://doi.org/10.1016/j.jom.2006.08.003 85.Kreitner, R. & Kinicki, A. (2010). Organizational Behavior. McGraw-Hill. 86.Kuhnert, K. W. & Palmer, D. R. (1991). Job Security, Health, and the Intrinsic and Extrinsic Characteristics of Work. Group & Organization Management, 16(2), 178–192. https://doi.org/10.1177/105960119101600205 87.Kupperschmidt, B.R. R. (2000). Multigeneration employees: Strategies for Effective Management. The Health Care Manager, 19, 65-76 88.Lanier, K. (2017). 5 Things HR Professionals Need to Know about Generation Z. Strategic HR Review, 16(6), 288–290. https://doi.org/10.1108/SHR-08-2017-0051 89.Lasfargue, Y. & Fauconnier, S. (2015). 2015 Survey on the impacts of telework. OBERGO. 90.Leiter, M. & Maslach, C. (2003). Areas of Worklife: A Structured Approach to Organizational Predictors of Job Burnout. Research in Occupational Stress and Well Being, 3, 91–134. https://doi.org/10.1016/S1479-3555(03)03003-8 91.Lepold, A., Tanzer, N. K., Bregenzer, A. & Jimenez, P. (2018). The Efficient Measurement of Job Satisfaction: Facet-Items versus Facet Scales. International Journal of Environmental Research and Public Health, 15(7), 1362. https://doi.org/10.3390/ijerph15071362 92.Lisbona, A., Palací, F. J., Salanova, M. & Frese, M. (2018). The Effects of Work Engagement and Self-Efficacy on Personal Initiative and Performance. Psicothema, 30(1), 89–96. https://doi.org/10.7334/psicothema2016.245 93.Lu, L., Lu, A. C., Gursoy, D. & Neale, N. (2016). Work Engagement, Job Satisfaction, and Turnover Intentions: A Comparison between Supervisors and Line-Level Employees. International Journal of Contemporary Hospitality Management, 28(5), 737–791. https://doi.org/10.1108/IJCHM-07-2014-0360 94.Lyons, S. (2003). An exploration of generational values in life and at work (Unpublished doctoral dissertation). Carleton University, Ottawa, ON 95.Macey, W. & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(1), 3–30. https://doi.org/10.1111/j.1754-9434.2007.0002.x 96.Mahmoud, A. B., Hack-polay, D., Reisel, W. D., Fuxman, L., Grigoriou, N., Mohr, I. & Aizouk, R. (2021). Who’s More Vulnerable? A Generational Investigation of COVID-19 Perceptions’ Effect on Organisational Citizenship Behaviours in the MENA Region: Job Insecurity, Burnout and Job Satisfaction as Mediators. BMC Public Health, 21(1), 1951. https://doi.org/10.1186/s12889-021-11976-2 97.Mahmoud, A. B. & Reisel, W. D. (2015). Xploring Personal Experience of Wartime Crisis Effects on Job Insecurity in Syria. Psihologia Resurselor Umane, 13(2), 245–256. https://doi.org/10.1111/j.1464-0597.2008.00332.x 98.McCrindle, M. (2018). The ABC of XYZ: Understanding the Global Generations (Kindle Edition). McCrindle Research 99.Mehta, P. (2021). Work from home-Work engagement amid COVID-19 lockdown and employee happiness. Journal of public affairs, 2709. https://doi.org/10.1002/pa.2709 100.MGaha, K. K. (2018). An interpretive phenomenological study of America’s emerging workforce: Exploring Generation Z’s leadership preferences (Master’s thesis). Available from ProQuest Dissertation and theses database (UMI No. 10974750) 101.Miron, E., Erez, M. & Naveh, E. (2004). Do personal characteristics and cultural values that promote innovation, quality, and efficiency compete or complement each other? Journal of Organizational Behavior, 25(2), 175–199. https://doi.org/10.1002/job.237 102.Mohr, G. B. (2000). The Changing Significance of Different Stressors after the Announcement of Bankruptcy: A Longitudinal Investigation with Special Emphasis on Job Insecurity. Journal of Organizational Behavior, 21(3), 337–359. https://doi.org/10.1002/%28SICI%291099-1379%28200005%2921%3A3%3C337%3A%3AAID-JOB18%3E3.0.CO%3B2-G 103.Monteiro, N. P, Straume, O. R. & Valente, M. (2019). Does Remote Work Improve or Impair Firm Labour Productivity? Longitudinal Evidence from Portugal. CESifo Working Paper Series, 7991. 104.Morahan, G. (2019). Gen Z Graduates Value Work-Life Balance over Career Progression. Extra.ie. https://workforceinstitute.org/wp-content/uploads/2019/11/Full-Report-Generation-Z-in-the-Workplace.pdf 105.Newstrom, J. W. & Davis, K. (2002). Organizational Behavior : Human Behavior at Work (11th ed.). McGraw-Hill. 106.Nilles, J. (1975). Telecommunications and Organizational Decentralization. IEEE Transactions on Communications, 23(10), 1142–1147. https://doi.org/10.1109/TCOM.1975.1092687 107.Nunnally, J. C. (1978). Psychometric Theory (2nd ed.). McGraw-Hill. 108.OECD. (2020). COVID-19 Crisis Response in MENA Countries. OECD. https://www.oecd.org/coronavirus/policy-responses/covid-19-crisis-response-in-mena-countries-4b366396/ 109.Ohly, S., Sonnentag, S. & Pluntke, F. (2006). Routinization, work characteristics and their relationships with creative and proactive behaviors. Journal of Organizational Behavior, 27(3), 257–279. https://doi.org/10.1002/job.376 110.Ojala, S. (2011). Supplemental Work at Home among Finnish Wage Earners: Involuntary Overtime or Taking the Advantage of Flexibility?. Nordic Journal of Working Life Studies, 1(2), 77–97. https://doi.org/10.19154/njwls.v1i2.2346 111.Özkan, M. & Yılmaz, B. (2015). The Changing Face of the Employees – Generation Z and Their Perceptions of Work (A Study Applied to University Students). Procedia Economics and Finance, 26, 476–483. https://doi.org/10.1016/S2212-5671(15)00876-X 112.Park, S., Jo, S. J. & Park, C. K. (2019). The Influence of Hierarchical Organizational Culture, Supportive Environment and Sexual Harassment on Korean Women’s Work-to-Family Enrichment. European Journal of Training and Development, 43(3), 398–414. https://doi.org/10.1108/EJTD-09-2018-0095 113.Parker, C., Baltes, B., Young, S. A. & Huff, J. W. (2003). Relationships between Psychological Climate Perceptions and Work Outcomes: A Meta-Analytic Review. Journal of Organizational Behavior, 24(4), 389–416. https://doi.org/10.1002/job.198 114.Pataki-Bitto, F. & Kapusy, K. (2021). Work Environment Transformation in the Post COVID-19 Based on Work Values of the Future Workforce. Journal of Corporate Real Estate, 23(3), 151–169. https://doi.org/10.1108/jcre-08-2020-0031 115.Patel, D. (2018). The Top 5 Traits Gen Z Looks For In Leaders. Forbes. https://www.forbes.com/sites/deeppatel/2017/08/27/the-top-5-traits-gen-z-looks-for-in-leaders/?sh=75c40ef8609d 116.Peters , P., Dulk, L., & Lippe, T. (2009). The Effects of Time-Spatial Flexibility and New Working Conditions on Employees’ Work–Life Balance: The Dutch Case. Community Work & Family, 12(3), 279–297. https://doi.org/10.1080/13668800902968907 117.Pfisterer, S., Streim, A. & Hampe, K. (2013). Work 3.0 – Work in the Digital World. Bitkom. https://www.bitkom.org/sites/default/files/file/import/Studie-Arbeit-30.pdf 118.Probst, T. M. (2002). The impact of job insecurity on employee work attitudes, job adaptation, and organizational withdrawal behaviors. The psychology of work: Theoretically based empirical research, 141–168. 119.Probst, T. M. & Brubaker, T. L. (2001). The effects of job insecurity on employee safety outcomes: Cross‐sectional and longitudinal explorations. Journal of Occupational Health Psychology, 6(2), 139–159. https:// doi.org/10.1037//1076‐8998.6.2.139 120.Ramamoorthy, N., Flood, P. C., Slattery, T. & Sardessai, R. (2005). Determinants of Innovative Work Behaviour: Development and Test of an Integrated Model. Creativity and Innovation Management, 14(2), 142–150. https://doi.org/10.1111/j.1467-8691.2005.00334.x 121.Ramlall, S. (2003). Managing employee retention as strategy for increasing organizational competitiveness. Applied Human Resource Management Research, 8, 63– 72. 122.Richman, A. L., Civian, J., Shannon, L. L., Hill, E. J. & Brennan, R. T. (2008). The Relationship of Perceived Flexibility, Supportive Work-Life Policies, and Use of Formal Flexible Arrangements and Occasional Flexibility to Employee Engagement and Expected Retention. Community Work & Family, 11(2), 183–197. https://doi.org/10.1080/13668800802050350 123.Robinson, S. L. (1996). Trust and Breach of the Psychological Contract. Administrative Science Quarterly, 41(4), 574–599. https://doi.org/10.2307/2393868 124.Robbins, S. P. & Judge, T. (2013). Organizational Behavior (15th ed.). Pearson Education. 125.Saks, A. M. (2006). Antecedents and Consequences of Employee Engagement. Journal of Managerial Psychology, 21(7), 600–619. 126.Salanova, M. & Schaufeli, W. B. (2008). Work Engagement as a Mediator between Job Resources and Proactive Behaviour: A Cross-National Study. The International Journal of Human Resource Management, 19(1), 116–131. https://doi.org/10.1080/09585190701763982 127.Schaufeli, W. B., Bakker, A. B. & Salanova, M. (2006). The Measurement of Work Engagement With a Short QuestionnaireA Cross-National Study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/001316440528247 128.Schaufeli, W. B., Salanova, M., González-Roma, V. & Bakker, A. B. (2002). The measurement of engagement and burnout:Aconfirmative analytic approach. Journal of Happiness Studies, 3(1), 71–92. https://doi.org/10.1023/A:1015630930326 129.Schaufeli, W. B., Shimazu, A., Hakanen, J. J., Salanova, M. & Witte, H. D. (2017). An Ultra-Short Measure for Work Engagement: The UWES-3 Validation Across Five Countries. European Journal of Psychological Assessment, 35(4), 1–15. https://doi.org/10.1027/1015-5759/a000430 130.Schawbel, D. (2014). Gen Y and Gen Z Global Workplace Expectations Study. WORKPLACE INTELLIGENCE. http://workplaceintelligence.com/geny-genz-global-workplace-expectations-study/ 131.Schein, E. H. (1985). Organizational Culture and Leadership. Massachusetts Institute of Technology (MIT) - Sloan School of Management. 132.Scott, R. (2016). Get ready for generation Z. Forbes. https://www.forbes.com/sites/causeintegration/2016/11/28/get-ready-for-generation-z/?sh=46fd23d12204 133.Seemiller, C. & Grace, M. (2017). Generation Z: Educating and Engaging the Next Generation of Students. About Campus, 22(3), 21–26. https://doi.org/https://doi.org/10.1002/abc.21293 134.Shamir, B. & Salomon, I. (1985). Work-At-Home and the Quality of Working Life. The Academy of Management Review, 10(3), 455– 464. https://doi.org/10.2307/258127 135.Shatto, B. & Erwin, K. (2016). Moving on from millennials: Preparing for generation Z. The Journal of Continuing Education in Nursing, 47(6), 253–254. https://doi.org/10.3928/00220124-20160518-05 136.Siha, S. & Monroe, R. (2006). Telecommuting’s Past and Future: A Literature Review and Research Agenda. Business Process Management Journal, 12(4), 455–482. 137.Slåtten, T. & Mehmetoglu, M. (2011). What Are the Drivers for Innovative Behavior in Frontline Jobs? A Study of the Hospitality Industry in Norway. Journal of Human Resources in Hospitality & Tourism, 10(3), 254–272. https://doi.org/10.1080/15332845.2011.555732 138.Smith, G. P. (2003). The New Leader: Bringing Creativity and Innovation to the Workforce. CYC International Publications. 139.Smith, P. C., Kendall, L. & Hulin, C. L. (1969). The Measurement of Satisfaction in Work and Retirement. Rand McNally. 140.Spiegelaere, S. D., Gyes, G. V. & Hootegem, G. V. (2016). Article Not All Autonomy Is the Same. Different Dimensions of Job Autonomy and Their Relation to Work Engagement & Innovative Work Behavior: Not All Autonomy Is the Same. Human Factors and Ergonomics in Manufacturing, 26(4), 515-527. https://doi.org/10.1002/hfm.20666 141.Spiegelaere, S. D., Gyes, G. V., Witte, H. D. & Niesen, W. (2014). On the Relation of Job Insecurity, Job Autonomy, Innovative Work Behaviour and the Mediating Effect of Work Engagement. Creativity and Innovation Management, 23(3), 318-330. https://doi.org/10.1111/caim.12079 142.Standen, P., Daniels, K. & Lamond, D. (1999). The Home as a Workplace: Work–Family Interaction and Psychological Well-Being in Telework. Journal of Occupational Health Psychology, 4(4), 368–381. https://doi.org/10.1037/1076-8998.4.4.368 143.Suharno, S. & Sarjana, P. K. (2017). The Effect of Work Environment, Leadership Style, and Organizational Culture towards Job Satisfaction and Its Implication towards Employee Performance in Parador Hotels and Resorts, Indonesia. International Journal of Law and Management, 59(7), 1337–1358. https://doi.org/10.1108/IJLMA-10-2016-0085 144.Sverke, M. & Hellgren, J. (2002). The Nature of Job Insecurity: Understanding Employment Uncertainty on the Brink of a New Millennium. Applied Psychology, 51(1), 23–42. https://doi.org/10.1111/1464-0597.0077z 145.Sverke, M., Hellgren, J. & Naswall, K. (2002). No Security: A Meta-Analysis and Review of Job Insecurity and Its Consequences. Journal of Occupational Health Psychology, 7(3), 242–264. https://doi.org/10.1037/1076-8998.7.3.242 146.Ten brummelhuis, L. L., Bakker, A. B., Hetland, J. & Keulemans, L. (2013). Do New Ways of Working Foster Work Engagement? Psicothema, 24(1), 113–120. 147.Titko, J., Svirina, A., Skvarciany, V. & Shina, I. (2020). Values of young employees: Z-generation perception. Business: Theory and Practice, 21(1), 10-17. https://doi.org/10.3846/btp.2020.11166 148.Ugargol, J. D. & Patrick, H. (2018). The Relationship of Workplace Flexibility to Employee Engagement among Information Technology Employees in India. South Asian Journal of Human Resources Management, 5(50), 40–55. https://doi.org/10.1177/2322093718767469 149.Vallières, F., Mcauliffe, E., Hyland, P., Galligan, M. C. & Ghee, A. E. (2017). Measuring Work Engagement among Community Health Workers in Sierra Leone: Validating the Utrecht Work Engagement Scale. Journal of Work and Organizational Psychology, 33(1), 41-46. https://doi.org/10.1016/j.rpto.2016.12.001 150.Vuuren, C. V. & Klandermans, P. G. (1990). Individual Reactions to Job Insecurity: An Integrated Model. European Perspectives in Psychology, 3, 133–146. 151.Walrave, M. & De bie, M. (2005). TELEWORKING HOME OR CLOSE TO HOME. Https://Www.Esf-Vlaanderen.Be/. https://www.esf-vlaanderen.be/sites/default/files/attachments/articles/teleworkhome.pdf 152.Wallach, E. J. (1983). Individuals and Organizations: The Cultural Match. Training and Development Journal, 37, 28–36. 153.Wang, Y. X., Yang, Y. J., Wang, Y. & Su, D. (2019). The Mediating Role of Inclusive Leadership: Work Engagement and Innovative Behavior among Chinese Head Nurses. Journal of Nursing Management, 27(5), 688–696. https://doi.org/10.1111/jonm.12754 154.Watad, M. & Will, P. C. (2003). Telecommuting and Organizational Change: A Middle-Managers’ Perspective. Business Process Management Journal, 9(4), 459–472. 10.1108/14637150310484517 155.West, M. A. (2002). Sparkling Fountains or Stagnant Ponds: An Integrative Model of Creativity and Innovation Implementation in Work Groups. Journal of Occupational and Organizational Psychology, 51(3), 355–387. https://doi.org/10.1111/1464-0597.00951 156.Wheatley, D. (2016). Employee Satisfaction and Use of Flexible Working Arrangements. Work Employment and Society, 31(4), 567–585. https://doi.org/10.1177/0950017016631447 157.Whyman, P. B., Baimbridge, M., Buraimo, B. A. & Petrescu, A. (2014). Workplace Flexibility Practices and Corporate Performance: Evidence from the British Private Sector. British Journal of Management, 26(3), 347–364. https://doi.org/10.1111/1467-8551.12051 158.Wiedmer, T. (2015). Generations Do Differ: Best Practices in Leading Traditionalists, Boomers, and Generations X, Y, and Z. Delta Kappa Gamma Bulletin, 82(1), 51–58. 159.Williams, A. (2015). Move over, Millennials, Here Comes Generation Z. The New York Times. https://www.nytimes.com/2015/09/20/fashion/move-over-millennials-here-comes-generation-z.html 160.Witte, H. D. (2005). Job insecurity: Review of the international literature on definitions, prevalence, antecedents and consequences. SA Journal of Industrial Psychology, 31(4), 1–6. https://doi.org/10.4102/sajip. v31i4.200 161.Wu, Y. J. & Wu, T. J. (2019). Innovative Work Behaviors, Employee Engagement, and Surface Acting: A Delineation of Supervisor-Employee Emotional Contagion Effects. Management Decision, 57(11), 3200–3216. https://doi.org/10.1108/MD-02-2018-0196 162.Xu, Y., Liu, D. & Tang, D. S. (2022). Decent Work and Innovative Work Behaviour: Mediating Roles of Work Engagement, Intrinsic Motivation and Job Self‐efficacy. Creativity and Innovation Management, 31(1), 49–63. https://doi.org/10.1111/caim.12480 163.Yang, L., Jaffe, S., Suri, S., Holtz, D., Sinha, S., Weston, J., … Teevan, J. (2011). The Effects of Remote Work on Collaboration among Information Workers. Journal of Human Resources in Hospitality & Tourism, 10(3), 254–272. https://doi.org/10.1038/s41562-021-01196-4 164.Yu, H. & Miller, P. (2003). The Generation Gap and Cultural Influence: A Taiwan Empirical Investigation. Cross Cultural Management: An International Journal, 10(3), 23–41.
描述:	碩士國立政治大學企業管理研究所(MBA學位學程) 109363100
資料來源:	http://thesis.lib.nccu.edu.tw/record/#G0109363100
数据类型:	thesis
DOI:	10.6814/NCCU202200493
显示于类别:	[企業管理研究所（MBA學位學程）] 學位論文

文件中的档案:

档案	描述	大小	格式	浏览次数
310001.pdf		2368Kb	Adobe PDF2	0	检视/开启

在政大典藏中所有的数据项都受到原著作权保护.

社群 sharing

著作權政策宣告 Copyright Announcement

1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.

DSpace Software Copyright © 2002-2004 MIT & Hewlett-Packard / Enhanced by NTU Library IR team Copyright © - 回馈