Publications-Theses
Article View/Open
Publication Export
-
Google ScholarTM
NCCU Library
Citation Infomation
Related Publications in TAIR
題名 後疫情時代我國遠距工作實施之挑戰
A Study on Challenges of Implementing Remote Work after Covid-19 Pandemic in Taiwan作者 詹昀璁
Zhan, Yun-Cong貢獻者 成之約
Cheng, Zhi-Yue
詹昀璁
Zhan, Yun-Cong關鍵詞 遠距工作
電傳勞動
工作生活平衡
企業策略
Remote work
Telework
Work-life balance
Corporate strategy日期 2024 上傳時間 4-Sep-2024 15:32:47 (UTC+8) 摘要 在Covid-19疫情期間，遠距工作成為了一種被廣泛使用、且能有效應對疫情控制的工作模式，我國許多企業亦紛紛實施遠距工作，以確保員工的健康和安全。然而，儘管疫情逐漸得到控制，但許多受雇者在疫情結束後仍選擇返回辦公室上班。為何受雇者傾向於回到傳統的辦公室工作環境？抑或是雇主基於何種考量，決定讓受雇者回到辦公室工作？ 雖然遠距工作在疫情期間得到了廣泛的應用，但遠距工作的實施，在雇主、勞工與政府方面，依然各自面臨著許多挑戰。因此，本研究旨在探討遠距工作的常態化實施所面臨到的各種挑戰，分析雇主的意願與顧慮、如何兼顧受雇者的利益、行政或立法規範又如何做出適當的調整。 本研究採用質性的研究方法，以個案研究為主，藉由對個案提供之遠距工作實證資料進行分析，以一窺企業實務面，在後疫情時代實施遠距工作的嘗試與成果；而為補充次級資料分析之不足，尤其是在規範面的欠缺，因此本研究接著進行專家深度訪談，以完善研究面向之完整性。 研究結果發現遠距工作實施之未來發展，仍須取決於組織之需求面；若有合理之設計與安排，可降低遠距工作對管理面之影響；勞工方面，遠距工作對勞工之工作感受、工作與生活平衡等有正向之影響；政府方面，我國之現行規範，對當前遠距工作經驗而言足以應付；而政府政策為雖對遠距工作實施之重要影響因素，但兩者不一定具直接關係。根據研究結果，本研究共提供八點研究建議，分別為對企業組織之遠距工作提供、攬才優勢、工作安排及員工心理需求提出之四點建議；對勞工個人之知識素養、工作生活平衡提出之兩點建議；及對政府之規範調整、政策規劃納入提出之兩點建議。
During the Covid-19 pandemic, remote work became a widely adopted work model that effectively responded to pandemic control measures. Many companies in our country also implemented remote work to ensure the health and safety of their employees. However, despite the gradual control of the pandemic, many employees chose to return to the office after the pandemic ended. Why do employees tend to return to the traditional office work environment? Or what considerations drive employers to require employees to return to the office? Although remote work was widely implemented during the pandemic, its execution still presents various challenges for employers, employees, and the government. Therefore, this study aims to explore the challenges associated with the normalization of remote work, analyze the intentions and concerns of employers, how to balance the interests of employees, and how administrative or legislative regulations can be appropriately adjusted. This study employs qualitative research methods, primarily through case studies. By analyzing empirical data provided by the case studies on remote work, the study seeks to understand the practical attempts and outcomes of companies in implementing remote work in the post-pandemic era. To supplement the limitations of secondary data analysis, particularly the lack of regulatory insights, this study also conducts in-depth interviews with experts to enhance the completeness of the re-search perspective. The findings reveal that the future development of remote work implementation de-pends on organizational needs. With reasonable design and arrangement, the impact of remote work on management can be minimized. For employees, remote work positively affects their job satisfaction, work-life balance, and other aspects. Regarding the government, the current regulations in our country are adequate to cope with the present remote work experience. While government policies are an important influencing factor in the implementation of remote work, they are not necessarily directly related. Based on the research findings, this study provides eight research recommendations: four suggestions for companies regarding the provision of remote work, talent recruitment advantages, work arrangements, and meeting employees' psychological needs; two suggestions for employees concerning knowledge literacy and work-life balance; and two suggestions for the government concerning regulatory adjustments and policy planning.參考文獻 一、中文部分 行政院國家發展委員會（2020）。後COVID-19臺灣經濟發展對策。https://www.ndc.gov.tw/nc_27_34172 巫盈融（2021）。探討遠距工作對工作表現之影響〔未出版之碩士論文〕。國立臺中科技大學企業管理系。 李健鴻（2023）。遠距在家工作趨勢下「遠端監控」與「勞工隱私保護」的爭議。台灣勞工季刊，74，4-13。 周兆昱（2022）。日本電傳勞動實務爭議問題之研究。勞資關係論叢，24（1），48-70。 林咸魁（2023）。遠距工作、彈性工作時間、職家衝突和工作績效與滿意度關係之研究。〔未出版之碩士論文〕。國立中央大學企業管理學系。 徐婉寧（2016）。日本對於電傳勞工勞動權益之保護－兼論對我國建構相同制度之啟示。臺北大學法學論叢，99，187-248。 徐婉寧（2021）。疫情下日本居家工作電傳勞動之相關法律爭議：兼論對我國的啟示。臺大法學論叢，50（特刊），1304-1347。 陳美蓮（2023）。遠距工作對職業安全衛生之挑戰。台灣勞工季刊，74，24-33。 許雲翔、成之約、李右婷、黃鼎佑（2022）。遠距工作趨勢與勞動權益保障之國際經驗研析。勞動部委託研究報告（編號：PG11008-0010）。台北市：勞動部。 黃筱凌（2023）。居家遠距辦公對員工心理健康的影響〔未出版之碩士論文〕。國立政治大學勞工研究所。 勞動部（2022）。109年勞工生活及就業狀況調查（AH010020）【原始數據】取自中央研究院人文社會科學研究中心調查研究專題中心學術調查研究資料庫。https://doi.org/10.6141/TW-SRDA-AH010020-1 勞動部（2023）。110年勞工生活及就業狀況調查（AH010021）【原始數據】取自中央研究院人文社會科學研究中心調查研究專題中心學術調查研究資料庫。https://doi.org/10.6141/TW-SRDA-AH010021-1 勞動部（2024）。111年勞工生活及就業狀況調查（AH010022）【原始數據】取自中央研究院人文社會科學研究中心調查研究專題中心學術調查研究資料庫。https://doi.org/10.6141/TW-SRDA-AH010022-1 劉念琪（2023）。數位時代下遠距工作對企業人力資源管理的衝擊及因應。台灣勞工季刊，74，14-23。 蕭怡欣（2021）。遠距工作文獻回顧。科技與人力教育季刊，7（3），82-96。 104人力銀行（2023）。人資F.B.I.調查報告。 二、外文部分 （一）英文 Aguilera, A., Lethiais, V., Rallet, A., & Proulhac, L. (2016). Home-based telework in France: Characteristics, barriers and perspectives. Transportation Research Part A: Policy and Practice, 92, 1-11. 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, 383-400. Choudhury, P., Khanna, T., Makridis, C. A., & Schirmann, K. (2022). Is Hybrid Work the Best of Both Worlds? Evidence from a Field Experiment. Harvard Business School, Working Paper 22-063. Eurofound (2020). Telework and ICT-based mobile work: Flexible working in the digital age. European Commission (2020), Who can telework today? The teleworkability of occupations in the EU, Science for policy briefs, 2020 JRC121426. Fonner, K. L., & Roloff, M. E. (2010). Why teleworkers are more satisfied with their jobs than are office-based workers: When less contact is beneficial. Journal of Applied Communication Research, 38(4), 336-361. Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: meta-analysis of the psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524-1541. Galasso, V., & Foucaul, M. (2020), Working during COVID-19: Cross-country evidence from real-time survey data, OECD Social, Employment and Migration Working Papers No. 246, available at www.oecd.org Gibbs, M., Mengel, F., & Siemroth, C. (2021). Work from Home & Productivity: Evidence from Personnel & Analytics Data on IT Professionals (SSRN Scholarly Paper ID 3841457). Social Science Research Network. https://doi.org/10.2139/ssrn.3841459 Hill, E. J., & Fellows, K. J. (2014). Telecommuting. In: Michalos, A.C. (eds) Ency-clopedia of Quality of Life and Well-Being Research. Springer, Dordrecht. https://doi.org/10.1007/978-94-007-0753-5_2985 ILO (2020). COVID-19: Guidance for labour statistics data collection: Defining and measuring remote work, telework, work at home and home-based work. ILO technical note. Mokhtarian, P. L., & Varman, V. (1998). The trade-off between trips and distance traveled in analyzing the emissions impacts of center-based telecommuting. Transportation Research Part D-transport and Environment, 3(6), 419-428. Nilles, J. M. (1975). Telecommunications and organizational decentralization. IEEE Transactions On Communications, 23(10), 1142-1147. Nilles, J. M. (1988). Traffic Reduction by Telecommuting: A Status Review and Selected Bibliography. Transportation Research Part A: General 22(4), 301-317. Nilles, J. M. (1994). Making telecommuting happen: A guide for telemanagers and telecommuters. Van Nostrand Reinhold, New York. OECD (2020). Productivity gains from teleworking in the post COVID-19 era: How can public policies make it happen? available at www.oecd.org Peters, P. & Heusinkveld, S. (2010). Institutional explanations for managers’ attitudes towards telehomeworking. https://doi.org/10.1177/0018726709336025 United States Office of Personnel Management (2010). Status of telework in the Federal Government. Retrieved from http://telework.gov/Reports_and_Studies/Annual_Reports/2010teleworkreport.pdf. U.S. Equal Employment Opportunity Commission (2011). 2011 Federal Employee Viewpoint Survey Summary. Retrieved from https://www.eeoc.gov/2011-federal-employee-viewpoint-survey-summary Vega, R. P., Anderson, A. J., & Kaplan, S.A. (2015). A Within-Person Examination of the Effects of Telework. Journal of Business and Psychology, 30, 313-323. Wigert, B., & Agrawal, S. (2022). Returning to the Office: The Current, Preferred and Future State of Remote Work. Gallup. World at Work (2009). Telework trendlines 2009. Retrieved from http://www.worldatwork.org/waw/adimLink?id=31115. （二）日文 厚生労働省。テレワーク普及促進関連事業。檢自https://www.mhlw.go.jp/stf/seisakunitsuite/bunya/koyou_roudou/roudoukijun/shigoto/telework.html (MAY. 10, 2024) MUFG(2021)。テレワークの労務管理等に関する実態調査。厚生労働省委託事業。檢自https://www.mhlw.go.jp/content/11911500/000782363.pdf 描述 碩士
國立政治大學
勞工研究所
111262002資料來源 http://thesis.lib.nccu.edu.tw/record/#G0111262002 資料類型 thesis dc.contributor.advisor 成之約 zh_TW dc.contributor.advisor Cheng, Zhi-Yue en_US dc.contributor.author (Authors) 詹昀璁 zh_TW dc.contributor.author (Authors) Zhan, Yun-Cong en_US dc.creator (作者) 詹昀璁 zh_TW dc.creator (作者) Zhan, Yun-Cong en_US dc.date (日期) 2024 en_US dc.date.accessioned 4-Sep-2024 15:32:47 (UTC+8) - dc.date.available 4-Sep-2024 15:32:47 (UTC+8) - dc.date.issued (上傳時間) 4-Sep-2024 15:32:47 (UTC+8) - dc.identifier (Other Identifiers) G0111262002 en_US dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/153502 - 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) 111262002 zh_TW dc.description.abstract (摘要) 在Covid-19疫情期間，遠距工作成為了一種被廣泛使用、且能有效應對疫情控制的工作模式，我國許多企業亦紛紛實施遠距工作，以確保員工的健康和安全。然而，儘管疫情逐漸得到控制，但許多受雇者在疫情結束後仍選擇返回辦公室上班。為何受雇者傾向於回到傳統的辦公室工作環境？抑或是雇主基於何種考量，決定讓受雇者回到辦公室工作？ 雖然遠距工作在疫情期間得到了廣泛的應用，但遠距工作的實施，在雇主、勞工與政府方面，依然各自面臨著許多挑戰。因此，本研究旨在探討遠距工作的常態化實施所面臨到的各種挑戰，分析雇主的意願與顧慮、如何兼顧受雇者的利益、行政或立法規範又如何做出適當的調整。 本研究採用質性的研究方法，以個案研究為主，藉由對個案提供之遠距工作實證資料進行分析，以一窺企業實務面，在後疫情時代實施遠距工作的嘗試與成果；而為補充次級資料分析之不足，尤其是在規範面的欠缺，因此本研究接著進行專家深度訪談，以完善研究面向之完整性。 研究結果發現遠距工作實施之未來發展，仍須取決於組織之需求面；若有合理之設計與安排，可降低遠距工作對管理面之影響；勞工方面，遠距工作對勞工之工作感受、工作與生活平衡等有正向之影響；政府方面，我國之現行規範，對當前遠距工作經驗而言足以應付；而政府政策為雖對遠距工作實施之重要影響因素，但兩者不一定具直接關係。根據研究結果，本研究共提供八點研究建議，分別為對企業組織之遠距工作提供、攬才優勢、工作安排及員工心理需求提出之四點建議；對勞工個人之知識素養、工作生活平衡提出之兩點建議；及對政府之規範調整、政策規劃納入提出之兩點建議。 zh_TW dc.description.abstract (摘要) During the Covid-19 pandemic, remote work became a widely adopted work model that effectively responded to pandemic control measures. Many companies in our country also implemented remote work to ensure the health and safety of their employees. However, despite the gradual control of the pandemic, many employees chose to return to the office after the pandemic ended. Why do employees tend to return to the traditional office work environment? Or what considerations drive employers to require employees to return to the office? Although remote work was widely implemented during the pandemic, its execution still presents various challenges for employers, employees, and the government. Therefore, this study aims to explore the challenges associated with the normalization of remote work, analyze the intentions and concerns of employers, how to balance the interests of employees, and how administrative or legislative regulations can be appropriately adjusted. This study employs qualitative research methods, primarily through case studies. By analyzing empirical data provided by the case studies on remote work, the study seeks to understand the practical attempts and outcomes of companies in implementing remote work in the post-pandemic era. To supplement the limitations of secondary data analysis, particularly the lack of regulatory insights, this study also conducts in-depth interviews with experts to enhance the completeness of the re-search perspective. The findings reveal that the future development of remote work implementation de-pends on organizational needs. With reasonable design and arrangement, the impact of remote work on management can be minimized. For employees, remote work positively affects their job satisfaction, work-life balance, and other aspects. Regarding the government, the current regulations in our country are adequate to cope with the present remote work experience. While government policies are an important influencing factor in the implementation of remote work, they are not necessarily directly related. Based on the research findings, this study provides eight research recommendations: four suggestions for companies regarding the provision of remote work, talent recruitment advantages, work arrangements, and meeting employees' psychological needs; two suggestions for employees concerning knowledge literacy and work-life balance; and two suggestions for the government concerning regulatory adjustments and policy planning. en_US dc.description.tableofcontents 第一章 緒論1 第一節 研究動機與目的1 第二節 研究方法2 第三節 研究範圍與限制3 第四節 研究流程與章節安排5 第二章 遠距工作文獻探討7 第一節 遠距工作之定義7 第二節 遠距工作之規範15 第三節 遠距工作之發展趨勢19 第四節 遠距工作之優勢及挑戰29 第五節 小結34 第三章 個案遠距工作資料探討37 第一節 個案遠距工作實施概況37 第二節 問卷分析39 第三節 訪談發現58 第四節 小結68 第四章 深度訪談分析70 第一節 訪談設計與對象70 第二節 訪談分析73 第三節 小結88 第五章 結論與建議90 第一節 結論90 第二節 建議93 參考文獻 97 附錄102 zh_TW dc.format.extent 4891843 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0111262002 en_US dc.subject (關鍵詞) 遠距工作 zh_TW dc.subject (關鍵詞) 電傳勞動 zh_TW dc.subject (關鍵詞) 工作生活平衡 zh_TW dc.subject (關鍵詞) 企業策略 zh_TW dc.subject (關鍵詞) Remote work en_US dc.subject (關鍵詞) Telework en_US dc.subject (關鍵詞) Work-life balance en_US dc.subject (關鍵詞) Corporate strategy en_US dc.title (題名) 後疫情時代我國遠距工作實施之挑戰 zh_TW dc.title (題名) A Study on Challenges of Implementing Remote Work after Covid-19 Pandemic in Taiwan en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 一、中文部分 行政院國家發展委員會（2020）。後COVID-19臺灣經濟發展對策。https://www.ndc.gov.tw/nc_27_34172 巫盈融（2021）。探討遠距工作對工作表現之影響〔未出版之碩士論文〕。國立臺中科技大學企業管理系。 李健鴻（2023）。遠距在家工作趨勢下「遠端監控」與「勞工隱私保護」的爭議。台灣勞工季刊，74，4-13。 周兆昱（2022）。日本電傳勞動實務爭議問題之研究。勞資關係論叢，24（1），48-70。 林咸魁（2023）。遠距工作、彈性工作時間、職家衝突和工作績效與滿意度關係之研究。〔未出版之碩士論文〕。國立中央大學企業管理學系。 徐婉寧（2016）。日本對於電傳勞工勞動權益之保護－兼論對我國建構相同制度之啟示。臺北大學法學論叢，99，187-248。 徐婉寧（2021）。疫情下日本居家工作電傳勞動之相關法律爭議：兼論對我國的啟示。臺大法學論叢，50（特刊），1304-1347。 陳美蓮（2023）。遠距工作對職業安全衛生之挑戰。台灣勞工季刊，74，24-33。 許雲翔、成之約、李右婷、黃鼎佑（2022）。遠距工作趨勢與勞動權益保障之國際經驗研析。勞動部委託研究報告（編號：PG11008-0010）。台北市：勞動部。 黃筱凌（2023）。居家遠距辦公對員工心理健康的影響〔未出版之碩士論文〕。國立政治大學勞工研究所。 勞動部（2022）。109年勞工生活及就業狀況調查（AH010020）【原始數據】取自中央研究院人文社會科學研究中心調查研究專題中心學術調查研究資料庫。https://doi.org/10.6141/TW-SRDA-AH010020-1 勞動部（2023）。110年勞工生活及就業狀況調查（AH010021）【原始數據】取自中央研究院人文社會科學研究中心調查研究專題中心學術調查研究資料庫。https://doi.org/10.6141/TW-SRDA-AH010021-1 勞動部（2024）。111年勞工生活及就業狀況調查（AH010022）【原始數據】取自中央研究院人文社會科學研究中心調查研究專題中心學術調查研究資料庫。https://doi.org/10.6141/TW-SRDA-AH010022-1 劉念琪（2023）。數位時代下遠距工作對企業人力資源管理的衝擊及因應。台灣勞工季刊，74，14-23。 蕭怡欣（2021）。遠距工作文獻回顧。科技與人力教育季刊，7（3），82-96。 104人力銀行（2023）。人資F.B.I.調查報告。 二、外文部分 （一）英文 Aguilera, A., Lethiais, V., Rallet, A., & Proulhac, L. (2016). Home-based telework in France: Characteristics, barriers and perspectives. Transportation Research Part A: Policy and Practice, 92, 1-11. 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, 383-400. Choudhury, P., Khanna, T., Makridis, C. A., & Schirmann, K. (2022). Is Hybrid Work the Best of Both Worlds? Evidence from a Field Experiment. Harvard Business School, Working Paper 22-063. Eurofound (2020). Telework and ICT-based mobile work: Flexible working in the digital age. European Commission (2020), Who can telework today? The teleworkability of occupations in the EU, Science for policy briefs, 2020 JRC121426. Fonner, K. L., & Roloff, M. E. (2010). Why teleworkers are more satisfied with their jobs than are office-based workers: When less contact is beneficial. Journal of Applied Communication Research, 38(4), 336-361. Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: meta-analysis of the psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524-1541. Galasso, V., & Foucaul, M. (2020), Working during COVID-19: Cross-country evidence from real-time survey data, OECD Social, Employment and Migration Working Papers No. 246, available at www.oecd.org Gibbs, M., Mengel, F., & Siemroth, C. (2021). Work from Home & Productivity: Evidence from Personnel & Analytics Data on IT Professionals (SSRN Scholarly Paper ID 3841457). Social Science Research Network. https://doi.org/10.2139/ssrn.3841459 Hill, E. J., & Fellows, K. J. (2014). Telecommuting. In: Michalos, A.C. (eds) Ency-clopedia of Quality of Life and Well-Being Research. Springer, Dordrecht. https://doi.org/10.1007/978-94-007-0753-5_2985 ILO (2020). COVID-19: Guidance for labour statistics data collection: Defining and measuring remote work, telework, work at home and home-based work. ILO technical note. Mokhtarian, P. L., & Varman, V. (1998). The trade-off between trips and distance traveled in analyzing the emissions impacts of center-based telecommuting. Transportation Research Part D-transport and Environment, 3(6), 419-428. Nilles, J. M. (1975). Telecommunications and organizational decentralization. IEEE Transactions On Communications, 23(10), 1142-1147. Nilles, J. M. (1988). Traffic Reduction by Telecommuting: A Status Review and Selected Bibliography. Transportation Research Part A: General 22(4), 301-317. Nilles, J. M. (1994). Making telecommuting happen: A guide for telemanagers and telecommuters. Van Nostrand Reinhold, New York. OECD (2020). Productivity gains from teleworking in the post COVID-19 era: How can public policies make it happen? available at www.oecd.org Peters, P. & Heusinkveld, S. (2010). Institutional explanations for managers’ attitudes towards telehomeworking. https://doi.org/10.1177/0018726709336025 United States Office of Personnel Management (2010). Status of telework in the Federal Government. Retrieved from http://telework.gov/Reports_and_Studies/Annual_Reports/2010teleworkreport.pdf. U.S. Equal Employment Opportunity Commission (2011). 2011 Federal Employee Viewpoint Survey Summary. Retrieved from https://www.eeoc.gov/2011-federal-employee-viewpoint-survey-summary Vega, R. P., Anderson, A. J., & Kaplan, S.A. (2015). A Within-Person Examination of the Effects of Telework. Journal of Business and Psychology, 30, 313-323. Wigert, B., & Agrawal, S. (2022). Returning to the Office: The Current, Preferred and Future State of Remote Work. Gallup. World at Work (2009). Telework trendlines 2009. Retrieved from http://www.worldatwork.org/waw/adimLink?id=31115. （二）日文 厚生労働省。テレワーク普及促進関連事業。檢自https://www.mhlw.go.jp/stf/seisakunitsuite/bunya/koyou_roudou/roudoukijun/shigoto/telework.html (MAY. 10, 2024) MUFG(2021)。テレワークの労務管理等に関する実態調査。厚生労働省委託事業。檢自https://www.mhlw.go.jp/content/11911500/000782363.pdf zh_TW
