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題名 後疫情時代遠距工作之研究-以某保險公司內勤為例
The Study of Remote Work in the Post-Pandemic Era: A Case Study of Back Office Staff in an Insurance Company
作者 翟煥勳
Jair, Huan-Syun
貢獻者 張其恆
翟煥勳
Jair, Huan-Syun
關鍵詞 後疫情時代
遠距工作
保險業
Post-pandemic era
Remote work
Insurance industry
日期 2024
上傳時間 5-八月-2024 15:03:16 (UTC+8)
摘要 COVID-19疫情使得全球工作模式發生劇變，遠距工作成為許多企業應對疫情的重要措施。隨著疫情逐漸趨緩，遠距工作不再僅是應急手段，而是逐漸演變為常態化工作模式。研究顯示，遠距工作在提升工作彈性、減少通勤時間、降低辦公成本等方面展現了顯著的優勢，但同時也帶來了工作與生活界線模糊、溝通困難、孤獨感增加等問題。針對這些現象，本研究以某保險公司內勤為研究對象，探討後疫情時代遠距工作對其工作狀況的影響，並進一步分析其背後的影響因素。 本研究採用質性研究方法，透過文獻回顧及半結構式訪談，蒐集保險公司內勤的第一手經驗及觀點，深入探討後疫情時代遠距工作對其工作狀況的影響。本研究的受訪者涵蓋多個部門，收集了關於遠距工作經歷、工作效率、工作生活平衡、團隊協作、企業文化及員工參與等方面的第一手資料。根據訪談結果，受訪者普遍認為遠距工作在提升工作彈性和節省通勤時間方面有顯著優勢，這一點在不同受訪者的反饋中得到了反覆強調。然而，受訪者亦指出，遠距工作在設備不完善、溝通困難及孤獨感增加等方面存在明顯挑戰，尤其是在涉及紙本文件和保密性高的工作內容時，遠距工作難以完全取代辦公室工作。這些問題顯示出不同行業在實施遠距工作時，因工作性質不同而面臨各自特有的挑戰。 研究結果顯示，臺灣保險業目前仍難以完全實行遠距工作，混合工作模式更為可行。受訪者普遍認為，在確保工作效率的同時，混合工作模式能有效平衡工作與生活。此外，數位化轉型成為遠距工作推行的重要支柱，但也引發了工作與生活界線模糊及網路穩定度問題。為了解決這些問題，企業應重視設備及技術支持，確保員工能夠在遠距工作中保持高效和聯繫暢通。綜合上述研究結論，本研究提出了若干建議，包括提升數位基礎設施、強化溝通機制及推行混合工作模式等作為，以期在後疫情時代實現遠距工作的持續發展。
The COVID-19 pandemic has dramatically transformed global work patterns, with remote work becoming a crucial measure for many businesses to cope with the crisis. As the pandemic gradually subsides, remote work has evolved from an emergency response to a normalized work mode. Research indicates that remote work offers significant advantages, such as increased flexibility, reduced commuting time, and lower office costs. However, it also presents challenges, including blurred boundaries between work and life, communication difficulties, and increased feelings of isolation. This study focuses on clerical staff at an insurance company to examine the impact of remote work on their job conditions in the post-pandemic era and further analyze the underlying factors. This research employs a qualitative approach, using literature reviews and semi-structured interviews to gather firsthand experiences and perspectives of the insurance company's clerical staff. The study's respondents come from various departments and positions, providing firsthand data on aspects such as remote work experiences, work efficiency, work-life balance, team collaboration, corporate culture, and employee engagement. According to the interview results, respondents generally believe that remote work significantly improves work flexibility and saves commuting time, a point repeatedly emphasized in their feedback. However, respondents also highlighted evident challenges such as inadequate equipment, communication difficulties, and increased loneliness, particularly for tasks involving paper documents and highly confidential work content, where remote work cannot fully replace office work. These issues demonstrate that different industries face unique challenges when implementing remote work due to the nature of their work. The research results indicate that Taiwan's insurance industry still struggles to fully implement remote work, making a hybrid work model more feasible. Respondents generally believe that while ensuring work efficiency, the hybrid work model effectively balances work and life. Additionally, digital transformation has become a crucial pillar for promoting remote work but also raises issues of blurred boundaries between work and life and internet stability. To address these problems, companies should focus on equipment and technical support to ensure employees maintain high efficiency and smooth communication in remote work. Based on these research conclusions, the study proposes several recommendations, including improving digital infrastructure, enhancing communication mechanisms, and promoting hybrid work models, to achieve the sustainable development of remote work in the post-pandemic era.
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(2020). Teleworking in the Context of the Covid-19 Crisis. Sustainability, 12(9), 3662. https://www.mdpi.com/2071-1050/12/9/3662 Bick, A., Blandin, A., & Mertens, K. (2023). Work from Home before and after the COVID-19 Outbreak. American Economic Journal: Macroeconomics, 15(4), 1-39. https://doi.org/10.1257/mac.20210061 Caneve Silvia. (2023). A Word with Julio Armando Grisolia: COVID-19 and remote working, a paradigm shift in labour relations. [Interview]. ADAPT. https://englishbulletin.adapt.it/a-word-with-julio-armando-grisolia-covid-19-and-remote-working-a-paradigm-shift-in-labour-relations/ Cirrincione, L., Plescia, F., Ledda, C., Rapisarda, V., Martorana, D., Moldovan, R. E., Theodoridou, K., & Cannizzaro, E. (2020). COVID-19 pandemic: Prevention and protection measures to be adopted at the workplace. Sustainability, 12(9), 3603. Di Battista, A., Grayling, S., Hasselaar, E., Leopold, T., Li, R., Rayner, M., & Zahidi, S. (2023). Future of jobs report 2023. In (pp. 295 p.). Geneva: World Economic Forum. Dingel, J. I., & Neiman, B. (2020). How many jobs can be done at home? Journal of Public Economics, 189, 104235. https://doi.org/https://doi.org/10.1016/j.jpubeco.2020.104235 Gillespie, L. (2023). Survey: 89% of American workforce prefer 4-day workweeks, remote work or hybrid work.. Bankrate. https://www.bankrate.com/personal-finance/hybrid-remote-and-4-day-workweek-survey/ Global Worldplace Analytics. (2021). Latest Work-at-Home/Telecommuting/Remote Work Statistics. https://globalworkplaceanalytics.com/telecommuting-statistics Gutiérrez-Crocco, F., Martin-Caballero, A., & Godoy, A. (2024). The Impact of Remote Work on Managerial Compliance: Changes in the Control Regime over Line Managers. Work, Employment and Society, 38(2), 527-548. https://doi.org/10.1177/09500170221142713 ILO. (1996). C177 - Home Work Convention, 1996 (No. 177). In. ILO. (2020a). COVID-19: Guidance for labour statistics data collection. Geneva: International Labour Office. ILO. (2020b). Teleworking during the COVID-19 pandemic and beyond A Practical Guide, . Geneva: International Labour Office. Jeske, D. (2022). Remote workers' experiences with electronic monitoring during Covid-19: implications and recommendations. International Journal of Workplace Health Management, 15(3), 393-409. Lane, E., Aplin-Houtz, & Matthew J. (2023). Informational Justice and Remote Working: All is Not Fair for Work at Home. Employee Responsibilities and Rights Journal, 35(4), 541-564. https://doi.org/10.1007/s10672-022-09427-0 Lund, S., Madgavkar, A., Manyika, J., Smit, S., Ellingrud, K., Meaney, M., & Robinson, O. (2021). The future of work after COVID-19. McKinsey global institute, 18. Martinaitis, Ž., Sadauskaitė, A., Garbašauskaitė, A., Morris, O., Bartasevičius, V., Gigani, N., Caprile, M., Sanz, P., Arasanz, J., & Bazzani, T. (2024). 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Re‐humanising management through co‐presence: Lessons from enforced telework during the second wave of Covid‐19. New Technology, Work and Employment. Vargas Llave, O., & Weber, T. (2020). Regulations to address work–life balance in digital flexible working arrangements. Publications Office. https://doi.org/doi/10.2806/03528 Wallach, E. J. (1983). Organizations: The cultural match. Training and development journal, 37(2), 29-36. Warrick, D. D., Milliman, J. F., & Ferguson, J. M. (2016). Building high performance cultures. Organizational Dynamics, 45, 64-70. Welchman, J. G. a. T. (2021). Why insurers should embrace remote work. https://www.mckinsey.com/industries/financial-services/our-insights/insurance-blog/can-european-insurtechs-live-up-to-the-hype Wieser Luisa, & Martin Abraham. (2023). Employee acceptance of digital monitoring systems while working from home. New Technology, Work and Employment. Yves Roquelaure. (2023). Hybrid work: new opportunities and challenges for occupational safety and health. In: European Agency for Safety and Health at Work.
描述 碩士
國立政治大學
勞工研究所
111262008
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0111262008
資料類型 thesis
dc.contributor.advisor 張其恆zh_TW
dc.contributor.author (作者) 翟煥勳zh_TW
dc.contributor.author (作者) Jair, Huan-Syunen_US
dc.creator (作者) 翟煥勳zh_TW
dc.creator (作者) Jair, Huan-Syunen_US
dc.date (日期) 2024en_US
dc.date.accessioned 5-八月-2024 15:03:16 (UTC+8)-
dc.date.available 5-八月-2024 15:03:16 (UTC+8)-
dc.date.issued (上傳時間) 5-八月-2024 15:03:16 (UTC+8)-
dc.identifier (其他 識別碼) G0111262008en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/152950-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 勞工研究所zh_TW
dc.description (描述) 111262008zh_TW
dc.description.abstract (摘要) COVID-19疫情使得全球工作模式發生劇變，遠距工作成為許多企業應對疫情的重要措施。隨著疫情逐漸趨緩，遠距工作不再僅是應急手段，而是逐漸演變為常態化工作模式。研究顯示，遠距工作在提升工作彈性、減少通勤時間、降低辦公成本等方面展現了顯著的優勢，但同時也帶來了工作與生活界線模糊、溝通困難、孤獨感增加等問題。針對這些現象，本研究以某保險公司內勤為研究對象，探討後疫情時代遠距工作對其工作狀況的影響，並進一步分析其背後的影響因素。 本研究採用質性研究方法，透過文獻回顧及半結構式訪談，蒐集保險公司內勤的第一手經驗及觀點，深入探討後疫情時代遠距工作對其工作狀況的影響。本研究的受訪者涵蓋多個部門，收集了關於遠距工作經歷、工作效率、工作生活平衡、團隊協作、企業文化及員工參與等方面的第一手資料。根據訪談結果，受訪者普遍認為遠距工作在提升工作彈性和節省通勤時間方面有顯著優勢，這一點在不同受訪者的反饋中得到了反覆強調。然而，受訪者亦指出，遠距工作在設備不完善、溝通困難及孤獨感增加等方面存在明顯挑戰，尤其是在涉及紙本文件和保密性高的工作內容時，遠距工作難以完全取代辦公室工作。這些問題顯示出不同行業在實施遠距工作時，因工作性質不同而面臨各自特有的挑戰。 研究結果顯示，臺灣保險業目前仍難以完全實行遠距工作，混合工作模式更為可行。受訪者普遍認為，在確保工作效率的同時，混合工作模式能有效平衡工作與生活。此外，數位化轉型成為遠距工作推行的重要支柱，但也引發了工作與生活界線模糊及網路穩定度問題。為了解決這些問題，企業應重視設備及技術支持，確保員工能夠在遠距工作中保持高效和聯繫暢通。綜合上述研究結論，本研究提出了若干建議，包括提升數位基礎設施、強化溝通機制及推行混合工作模式等作為，以期在後疫情時代實現遠距工作的持續發展。zh_TW
dc.description.abstract (摘要) The COVID-19 pandemic has dramatically transformed global work patterns, with remote work becoming a crucial measure for many businesses to cope with the crisis. As the pandemic gradually subsides, remote work has evolved from an emergency response to a normalized work mode. Research indicates that remote work offers significant advantages, such as increased flexibility, reduced commuting time, and lower office costs. However, it also presents challenges, including blurred boundaries between work and life, communication difficulties, and increased feelings of isolation. This study focuses on clerical staff at an insurance company to examine the impact of remote work on their job conditions in the post-pandemic era and further analyze the underlying factors. This research employs a qualitative approach, using literature reviews and semi-structured interviews to gather firsthand experiences and perspectives of the insurance company's clerical staff. The study's respondents come from various departments and positions, providing firsthand data on aspects such as remote work experiences, work efficiency, work-life balance, team collaboration, corporate culture, and employee engagement. According to the interview results, respondents generally believe that remote work significantly improves work flexibility and saves commuting time, a point repeatedly emphasized in their feedback. However, respondents also highlighted evident challenges such as inadequate equipment, communication difficulties, and increased loneliness, particularly for tasks involving paper documents and highly confidential work content, where remote work cannot fully replace office work. These issues demonstrate that different industries face unique challenges when implementing remote work due to the nature of their work. The research results indicate that Taiwan's insurance industry still struggles to fully implement remote work, making a hybrid work model more feasible. Respondents generally believe that while ensuring work efficiency, the hybrid work model effectively balances work and life. Additionally, digital transformation has become a crucial pillar for promoting remote work but also raises issues of blurred boundaries between work and life and internet stability. To address these problems, companies should focus on equipment and technical support to ensure employees maintain high efficiency and smooth communication in remote work. Based on these research conclusions, the study proposes several recommendations, including improving digital infrastructure, enhancing communication mechanisms, and promoting hybrid work models, to achieve the sustainable development of remote work in the post-pandemic era.en_US
dc.description.tableofcontents 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的 3 第三節 研究方法 4 第四節 研究倫理 7 第五節 研究限制 9 第六節 名詞解釋 10 第二章 遠距工作之實施及影響 12 第一節 遠距工作之沿革 12 第二節 疫情之影響 15 第三節 各國之應對策略 17 第四節 遠距工作對於員工影響之因素 28 第三章 遠距工作對金融保險業之影響 31 第一節 金融保險業之應對策略 31 第二節 各行業實施遠距工作之情形 33 第三節 員工權益與工作條件 35 第四節 後疫情時代臺灣勞動市場之挑戰與機遇 43 第四章 遠距工作模式之探索與實務挑戰 45 第一節 遠距工作之推行與實施狀況 45 第二節 遠距工作之效率與工作生活平衡 50 第三節 溝通與團隊協作之挑戰 56 第四節 企業文化傳遞與員工參與之挑戰 60 第五章 結論與建議 67 第一節 研究結論 67 第二節 政策建議 75 第三節 研究建議 77 參考文獻 78 附錄 83zh_TW
dc.format.extent 1683150 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0111262008en_US
dc.subject (關鍵詞) 後疫情時代zh_TW
dc.subject (關鍵詞) 遠距工作zh_TW
dc.subject (關鍵詞) 保險業zh_TW
dc.subject (關鍵詞) Post-pandemic eraen_US
dc.subject (關鍵詞) Remote worken_US
dc.subject (關鍵詞) Insurance industryen_US
dc.title (題名) 後疫情時代遠距工作之研究-以某保險公司內勤為例zh_TW
dc.title (題名) The Study of Remote Work in the Post-Pandemic Era: A Case Study of Back Office Staff in an Insurance Companyen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 一、中文部分 Neuman W. 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