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題名 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貢獻者 林月雲
Lin, Yeh-Yun
林聖哲
Lin, Sheng-Che關鍵詞 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 上傳時間 1-Jul-2022 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.2006.23.01.053.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.pdf4.Agarwal, U. 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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 資料類型 thesis dc.contributor.advisor 林月雲 zh_TW dc.contributor.advisor Lin, Yeh-Yun en_US dc.contributor.author (Authors) 林聖哲 zh_TW dc.contributor.author (Authors) Lin, Sheng-Che en_US dc.creator (作者) 林聖哲 zh_TW dc.creator (作者) Lin, Sheng-Che en_US dc.date (日期) 2022 en_US dc.date.accessioned 1-Jul-2022 16:35:56 (UTC+8) - dc.date.available 1-Jul-2022 16:35:56 (UTC+8) - dc.date.issued (上傳時間) 1-Jul-2022 16:35:56 (UTC+8) - dc.identifier (Other Identifiers) G0109363100 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/140733 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所(MBA學位學程) zh_TW dc.description (描述) 109363100 zh_TW dc.description.abstract (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 zh_TW dc.description.abstract (摘要) 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. en_US dc.description.tableofcontents 摘要 I目次 IV圖次 VII表次 VIII第一章 緒論 1第一節 研究背景與動機 1第二節 研究問題與目的 3第二章 文獻探討 4第一節 Z世代 4第二節 遠距工作 8第三節 組織文化 13第四節 工作滿意度 15第五節 創新工作行為 18第六節 工作不安全感 19第七節 工作敬業度 23第三章 研究方法 27第一節 研究架構與研究假設 27第二節 研究方法與研究對象 29第三節 研究流程 32第四節 研究工具 33第四章 資料分析結果 36第一節 探索性因素分析 36第二節 效度分析 38第三節 信度分析 38第四節 群集分析 39第五節 假設驗證 41第五章 結論與建議 50第一節 結果與討論 50第二節 實務意涵 57第三節 研究限制與建議 60參考文獻 63附錄 85 zh_TW dc.format.extent 2425576 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0109363100 en_US dc.subject (關鍵詞) 遠距工作 zh_TW dc.subject (關鍵詞) 組織文化 zh_TW dc.subject (關鍵詞) 工作滿意度 zh_TW dc.subject (關鍵詞) 工作敬業度 zh_TW dc.subject (關鍵詞) 工作不安全感 zh_TW dc.subject (關鍵詞) 創新工作行為 zh_TW dc.subject (關鍵詞) Work from home en_US dc.subject (關鍵詞) Organizational culture en_US dc.subject (關鍵詞) Job satisfaction en_US dc.subject (關鍵詞) Work engagement en_US dc.subject (關鍵詞) Job insecurity en_US dc.subject (關鍵詞) Innovative work behavior en_US dc.title (題名) 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 zh_TW dc.title (題名) The performance of work from home from Generation Z and organizational culture: Job insecurity and job engagement as moderators en_US dc.type (資料類型) thesis en_US dc.relation.reference (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.2006.23.01.053.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.pdf4.Agarwal, U. 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