| 摘要: | 過去有關職場健康的研究，甚少採取組織層級的研究觀點，探討組織系統與管理實務對職場健 康的作用效果。因此，本研究立基組織文化觀點，以三年的時間嘗試建構可提升員工心理健康之職場 文化構念、工具與可行之介入方案。首先，本研究將透過國内外職場健康議題之研究成果，統整出職 場健康之整合性架構，並據此發展出職場健康之文化構念，以及其有效的衡量工具。第二年，本研究 將以台灣一千大企業為研究對象，以組織層級的觀點來檢驗此構念的效標關聯效度（如工作壓力、工 作過勞、工作家庭增益、睡眠品質、職場霸凌或心理幸福感等），其次，本研究也將進一步分析職場 健康文化的前置影響因子，說明職場健康文化的形成機制，諸如HR政策與實務(社團活動、工作-家 庭平衡方案、彈性工作時制、職涯發展方案、員工援助方案或員工參與方案等）。第三年，將依據前 兩年的研究成果，進行職場健康文化介入方案的發展與效能分析，本研究將以兩家企業進行介入方案 的效用檢驗，以多時間、多方法、多來源的策略，用來驗證介入方案對職場健康文化的提升效果。
The past studies regarding workplace health rarely explored the effects of organizational systems and management practices on workplace health by taking the view of organizational level. Therefore, this study tries to establish occupational culture constructs, tools and feasible intervention programs with 3 years, which are capable of improving workers’ mental health based on organizational culture perspective. First, this study integrates various framework of workplace health, accordingly develops cultural constructs of workplace health, as well as its effective measurement tools by reviewing domestic and abroad workplace health issues. In the second year, the study examines the criterion-related validity (such as job stress, burnout, work-family enrichment, sleep quality, workplace bullying, or psychological well-being, etc.) with the perspective of organizational level by sampling from Taiwan's top 1,000 companies for the study. Additionally, this study further analyzes the antecedents in the workplace health culture, indicating the formation mechanism of workplace health culture, such as HR policies and practices (such as community activities, work-family balance programs, flexible working hours, career development programs, employee assistance programs, or employee participation programs, etc.). In the third year, the study conducts the development and effectiveness analysis of the workplace health culture intervention program according to the results of previous two year studies. The study will examine the effectiveness of two companies involved in the intervention program with a multi-time, multi-method, and multi-source strategy to verify the effect of the intervention program on improving workplace health culture. |
