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    题名: 公部門人事人員職業倦怠之研究：從組織及個人層次分析之
    A Study on Job Burnout Among Public Sector Human Resource Personnel: An Analysis from Organizational and Individual Perspectives
    作者: 王維德
    Wang, Wei-De
    贡献者: 董祥開
    Dong, Hsiang-Kai
    王維德
    Wang, Wei-De
    关键词: 角色壓力
    職業倦怠
    感知組織政治
    工作家庭衝突
    工作需求資源模型
    情緒智力
    Role Stress
    Job Burnout
    Perceived Organizational Politics
    Work- Family Conflict
    Job Demands-Resources Model
    Emotional Intelligence
    日期: 2025
    上传时间: 2025-03-03 13:48:23 (UTC+8)
    摘要: 本研究以「工作需求-資源模型」為理論基礎，旨在探討我國公部門人事人員（以下簡稱人事人員）於職場中面臨職業倦怠等相關議題之影響機制與緩解策略。研究採用混合研究方法，量化部分以行政院所屬中央部會（以下簡稱中央部會）及臺北市、新北市及桃園市直轄市政府（以下簡稱北北桃直轄市政府）人事處（室）506位人事人員為對象進行問卷調查，質化部分則透過深度訪談方式，針對15位人事人員進而剖析其工作經驗與心理感受，深入探討感知組織政治、工作家庭衝突、角色壓力與職業倦怠之間的關聯性。
    研究顯示，感知組織政治與工作家庭衝突均顯著正向影響角色壓力，意即當人事人員感受到組織內部政治氛圍較為強烈或面臨工作與家庭需求的矛盾時，其角色壓力程度將顯著提高。此外，角色壓力亦顯著預測職業倦怠，證實角色壓力為導致職業倦怠的重要因素之一。中介效果分析結果進而揭示，工作家庭衝突會透過角色壓力間接加劇職業倦怠；但感知組織政治透過角色壓力對職業倦怠的間接影響並不顯著。此發現突顯角色壓力在工作家庭衝突與職業倦怠之間的關鍵中介角色。
    此外，本研究證實協作型團隊氣候具有調節效果。積極的團隊協作氣候可有效減弱感知組織政治與工作家庭衝突對角色壓力的負面影響，為人事人員提供心理支持與資源，降低其壓力負擔。然而，情緒智力在角色壓力與職業倦怠之間並未顯現顯著的調節作用，顯示在高度壓力情境下，個人情緒智力的調節效能可能有限。
    綜上所述，本研究建議應從個人與組織兩個層次著手改善人事人員職業倦怠的情形。在個人層次上，建議強化情緒智力、心理韌性及壓力管理能力；在組織層次上，應致力於建立協作型團隊氣候，強化情緒支持機制，並推行家庭友善政策，為人事人員創造更具支持性且資源充足的工作環境，從而減輕角色壓力並降低職業倦怠的風險。本研究之發現可作為人事管理實務與未來研究之重要參考依據。
    This study, based on the Job Demands-Resources Model, aims to explore the mechanisms influencing and strategies for alleviating job burnout among human resources (HR) personnel in the workplace. A mixed-methods approach was employed, with the quantitative phase involving a survey of 506 HR personnel from central government agencies and the personnel offices of Taipei City, New Taipei City, and Taoyuan City governments. The qualitative phase involved in-depth interviews with 15 HR personnel to analyze their work experiences and psychological perceptions, focusing on the relationships between perceived organizational politics, work-family conflict, role stress, and job burnout.
    The findings reveal that perceived organizational politics and work-family conflict significantly and positively impact role stress. Specifically, HR personnel experiencing a strong organizational political climate or struggling with conflicting work and family demands exhibit higher levels of role stress. Furthermore, role stress significantly predicts job burnout, confirming it as a key factor leading to burnout. Mediation analysis indicates that work-family conflict indirectly exacerbates job burnout through role stress, while the indirect effect of perceived organizational politics on job burnout via role stress is not significant. These findings highlight the critical mediating role of role stress between work-family conflict and job burnout.
    Additionally, the study confirms the moderating effect of a collaborative team climate. A positive team climate effectively mitigates the adverse impacts of perceived organizational politics and work-family conflict on role stress, providing psychological support and resources for HR personnel and reducing their stress burden. However, emotional intelligence does not significantly moderate the relationship between role stress and job burnout, suggesting its limited regulatory function under high-stress conditions.
    In conclusion, the study recommends addressing job burnout among HR personnel at both individual and organizational levels. At the individual level, it is advised to enhance emotional intelligence, psychological resilience, and stress management capabilities. At the organizational level, fostering a collaborative team climate, strengthening emotional support mechanisms, and implementing family-friendly policies are essential. These measures aim to create a supportive and resource-abundant work environment for HR personnel, alleviating role stress and reducing the risk of job burnout. The findings provide valuable insights for HR management practices and future research.
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    描述: 博士
    國立政治大學
    公共行政學系
    103256504
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0103256504
    数据类型: thesis
    显示于类别:[公共行政學系] 學位論文

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