淡江大學覺生紀念圖書館 (TKU Library)
進階搜尋


下載電子全文限經由淡江IP使用) 
系統識別號 U0002-0906201515492200
中文論文名稱 工作特性、人格特質與在家工作方式之關聯性研究
英文論文名稱 On Relationships among Job Characteristics, Personality Traits and Telework
校院名稱 淡江大學
系所名稱(中) 資訊管理學系碩士在職專班
系所名稱(英) On-the-Job Graduate Program in Advanced Information Management
學年度 103
學期 2
出版年 104
研究生中文姓名 黃俊翔
研究生英文姓名 Chun-Hsiang Huang
電子信箱 796630167@s96.tku.edu.tw
學號 796630167
學位類別 碩士
語文別 中文
口試日期 2015-05-30
論文頁數 75頁
口試委員 指導教授-梁德昭
委員-張應華
委員-林至中
中文關鍵字 工作特性  人格特質  在家工作  電傳勞動  虛擬辦公室 
英文關鍵字 Job Characteristics  Personality Traits  Telework  Virtual Office 
學科別分類
中文摘要 本研究主要目的在於探討員工所從事「工作的特性」以及員工「人格的特質」對於「在家工作方式」意願的關聯性。本研究主要以問卷調查法,以148位企業員工為研究對象,透過描述性統計、t 檢定、單因子變異數分析及Pearson相關係數等統計方法,分析數據並檢討研究結果做成建議,提供企業導入在家工作方式的參考。

研究發現如下:提升員工對於資通訊產品的能力,則能提升員工接受在家工作方式的意願,以及家庭成員中有需要照顧的員工,較有意願接受在家工作方式。員工所從事工作的特性方面:工作重要性較低與不太需要及時回饋的工作,較合適企業導入在家工作方式。員工的人格特質方面,對於員工的選擇上應優先考慮下列條件:針對高度經驗開放性(有創造力、想像力)特質的員工以及內向不喜好社交的員工,較有意願接受在家工作方式。
英文摘要 The main purpose of this study is to explore how the jobholders’ "job characteristics" is in relate with their "personality traits" for their "work at home" willingness. Based on the research model constituted by these two variables as well as five hypotheses, this study collected the data of 148 employees’ perceptions with the questionnaire-survey. The data has been further analyzed statistically with t test, one-way ANOVA and Pearson’s product-moment correlation analysis. Test result has been reviewed and examined so that findings are recommended.

The study found that: (a) Enhance employees’ familiarity of ICT technology helps promotion of their willingness to work at home. (b) Employee who has the family member in need of homecare has higher incentive as to the willingness to work at home. (c) Jobs with characteristics of less important, less need of feedback or not timely need of feedback, are more appropriate for work at home. (d) Employees with the personality of openness(with more creativity and imagination) as well as those who are not socialized oriented are more appropriate for work at home.
論文目次 第壹章 緒論1
第一節 研究背景 1
第二節 研究動機 5
第三節 研究目的 9
第四節 研究限制 10
第五節 研究流程 10
第貳章 文獻探討 13
第一節 在家工作方式13
第二節 工作特性 19
第三節 人格特質 22
第參章 研究方法 25
第一節 研究架構 25
第二節 研究假說 27
第三節 研究對象與抽樣28
第四節 研究工具 30
第五節 資料分析方法33
第肆章 資料分析 40
第一節 樣本結構分析42
第二節 敘述統計分析44
第三節 信度分析 45
第四節 效度分析 46
第五節 T檢定分析49
第六節 變異數分析51
第七節 相關係數分析54
第八節 研究假說驗證61
第伍章 結論62
第一節 研究結論 62
第二節 研究限制與後續研究建議64
參考文獻66
附錄一 問卷71

圖目錄
=========================================================
圖1-1美國 辦公室工作者與部分、全時在家工作者人數分析圖4
圖1-2研究流程圖11
圖2-1工作特性模式21
圖3-1研究架構26

表目錄
=========================================================
表2-1在家工作方式分類15
表3-1工作特性項目分析36
表3-2人格特質項目分析38
表4-1樣本結構43
表4-2工作特性、人格特質敘述統計表44
表4-3工作特性、人格特質信度分析表45
表4-4各構面KMO値與Bartlett球型檢定表47
表4-5各構面因素分析表48
表4-6 T檢定分析表50
表4-7變異數分析表53
表4-8工作特性與在家工作方式意願相關分析表55
表4-9人格特質與在家工作方式意願相關分析表56
表4-10工作特性與人格特質相關分析表57
表4-11個人態度與在家工作方式意願相關分析表60
表4-12研究假說驗證結果表 61

參考文獻 [1]王寧膺,《企業實施電子通勤制度下員工個人工作模式之研究》,碩士論文,國立中山大學企業管理學系,2002。
[2]朱慶龍,《五大人格特質、工作價值觀和工作滿意三者相關係之研究》,碩士論文,國立政治大學心理學系,2003。
[3]行政院科技會報辦公室,<資通訊環境整備-網路智慧新臺灣政策白皮書>,2015年2月。
[4]行政院主計總處國勢普查處,<99年臺閩地區普通住戶人口組成概況>,網址:http://www.dgbas.gov.tw/public/data/dgbas04/bc6/census018(final).html,上網日期:2015年3月25日。
[5]徐蓮蔭、張淳堅,<華人對遠距工作與傳統工作形式之觀點探討>,臺北科技大學學報,第三十九卷,第二期,頁105-124,2006年9月。
[6]陳昱瑭,《資訊委外服務駐派人員人格特質、工作價值觀與工作滿意度之關聯性研究》,碩士論文,淡江大學資訊管理學系,2011。
[7]陳介政,《企業對在家工作態度之研究》,碩士論文,國立中山大學人力資源管理研究所碩士在職專班,2003。
[8]陳寬裕、王政華,《論文統計分析實務SPSS與AMOS的運用》,第二版,台北:五南圖書,ISBN:978-957-11-6189-1,2011。
[9]曾淑芬、李孟壕,<公元二0一0年臺灣網路化社會之發展策略>,2010。
[10]葉一璋,<各國政府機關在家上班措施之情形─美國、日本、歐盟暨其成員國家>,行政院人事行政局96年度各國人事制度資料委託蒐集編譯計畫,2007。
[11]廖則竣、陶蓓麗、賴啟豪,<以實證研究探討資訊人員通訊上班之可行性–從員工與主管的觀點來衡量>,人力資源管理學報,夏季號,第一卷,第一期,頁73-90,2001。
[12]鄭村吉,《電傳勞動者之人際關係與社會網絡問題探究》,碩士論文,文化大學勞工關係研究所,2010。
[13]賴宜靖,《在家工作者之工作投入、性別分工、工作家庭界線管理與工作家庭衝突》,碩士論文,國立中山大學人力資源管理研究所,2004。
[14]Allenby, B., and Richards, D.J., “Applying the triple bottom line: telework and the environment,” Environmental Quality Management, Vol. 8, No. 4, pp. 3-10, 1999.
[15]Belanger, F., “Workers’ propensity to telecommute: An empirical study,” Information & Management, Vol. 35, No. 3, pp. 139-153, March. 1999.
[16]Bloom N. and Reenen J.V., “Measuring and Explaining Management Practices across Firms and Countries,” Quarterly Journal of Economics, Vol. 122, No. 4, pp. 1351-1408, 2007.
[17]Bloom N., Liang J., Zhichun J.R. and Ying J., ” Does Working from Home Work? Evidence from a Chinese Experiment,” National Bureau of Economic Research, NBER Working Paper, No. 18871, 2013.
[18]Chevron, J., and Primeau, M., “The telecommuting innovation opportunity,” Journal of Consumer Marketing, Vol. 13, No. 4, pp. 40-48, 1996.
[19] Costa, P. T. Jr., McGrae, R. R., & Dye, D. A., “Facet scales for agreeableness and conscientiousness: A revision of the NEO personality inventory,” Personality And Individual Differences. Vol. 12, No. 9, pp. 887-898, 1991.
[20]Costa, P. T., & McCrae. Jr. R. R., “An introduction of the five-factor model and its applications,” Journal of Personality, Vol. 60, No. 2, pp. 175-215, Jun. 1992.
[21]Daniel K., Lamond D., and Standen P., ”Teleworking Frameworks for Organizational Research,” Journal of Management Studies, Vol. 38, No. 8 , pp. 1151-1185, 2001.
[22]Dixon, T.L. and Webster, J., “Family structure and the telecommuter’s quality of life,” Journal of End User Computing, Vol. 10, No. 4, pp. 42-50, 1998.
[23]DuBrin, A.J., “Comparison of the job satisfaction and productivity of telecommuters versus in-house employees: a research note on work in progress,” Psychological Report, Vol. 68, pp. 1223-1234, 1991.
[24]Giuliano, V.E., “Teleworking: a prospectus-part I,” Telephony, Vol. 200, No. 2, pp. 67-75, Jan. 1981.
[25]Guimaraes, T. and Dallow, P., “Empirically testing the benefits, problems and success factors for telecommuting programs,” European Journal of Information Systems, Vol. 8, No. 1, pp. 40-54, 1999.
[26]Hamilton E., “Bringing Work Home, Advantages and Challenges of Telecommuting,” The Center for Work & Family, Boston College, 2002.
[27]Hartman, R. I., Stoner, C. R., & Arora, R., “Developing successful organizational telecommuting arrangements: Worker perceptions and managerial prescriptions,” S. A. M. Advanced Management Journal, Vol. 57, No. 3, pp. 35-42, 1992.
[28]Hackman J. R. and Oldham G. R., ”The Job diagnostic survey: An Instrument for the Diagnosis of Jobs and the Evaluation of Job Redesign Projects,” 1974.
[29]Hill, E. J., Miller, B. C., Weiner, S. P. and Colihan, J., “Influences of the virtual office on aspects of work and work/life balance,” Personnel Psychology, Vol. 51, pp. 667-683, 1998.
[30]Hill, E. J., Ferris, M. and Martinson, V., “Does it matter where you work? A comparison of how three work venues (traditional office, virtual office, and home office) influence aspects of work and person/family life,” Journal of Vocational Behavior, Vol. 63, pp. 220-241, 2003.
[31]Igbaria, M. and Guimaraes, T., “Exploring differences in employee turnover intentions and its determinants among telecommuters and non-telecommuters,” Journal of Management Information Systems, Vol. 16, No. 1, pp. 147-64, 1999.
[32]Illegems, V., Verbeke, A., “Telework: what does it mean for management? ,” Long Range Planning, Vol. 37, No.4, pp. 319-34, 2004.
[33]Martino D.V. and Wirth L., “Telework: a new way of working and living,” International Labour Review, Vol. 129, No. 5, pp.529-554, 1990.
[34]Mateyka P.J., Melanie Rapino and Liana Christin Landivar. “Home-Based Workers in the United States: 2010,” United States Census Bureau, Current Population Reports, 2012.
[35]McGuire, J. F., Kenny, K., & Brashler, P., “Flexible work arrangements: The fact sheet.” Retrieved August 2010, from http://www.law.georgetown.edu/workplaceflexibility2010/definition/general/FWA_FactSheet.pdf, 2006, accessed 2015/03/25.
[36]Nilles, J.M., F.R. Carlson F.R., Gray P. and Hanneman G.G., The Telecommunications-Transportation Tradeoff, New York: Wiley and Sons, 1976.
[37]Nilles J.M., “The Role of Telework in Internationalization – Trends and Opportunities,” A presentation for the 11th European conference of the International Association of Science Parks, 2012.
[38]Reinsch, N.L., “Relationship between telecommuting workers and their managers: an exploratory study,” Journal of Business Communication, Vol. 34, No. 4, pp. 343-369, 1997.
[39]Ruppel, C.P. and Howard, G.S., “The effect of environmental factors on the adoption and diffusion of telework,” Journal of End User Computing, Vol. 10, No. 4, pp. 5, 1998.
[40]Seashore, S.E., & Taber, T. D., “Job satisfaction and their correlations,” American Behavior & Scientists, Vol. 18, pp. 346, 1975.
[41]Shamir, B. and Salomon, H., “Work-at-home and the quality of working life,” The Academy of Management Review, Vol. 10, No. 3, pp. 455-465, 1985.
[42]Siha S.M. and Monroe R.W., “Telecommuting’s past and future: a literature review and research agenda,” Business Process Management Journal, Vol. 12, No. 4, pp. 455-482, 2006.
[43]Sims, Henry P.; Szilagyi, Andrew; and Keller, Robert., “The Measurement of Job Characteristics,” Academy of Management Journal, Vol. 19, No. 2, pp.195-212, 1976.
[44]Sullivan C., “What’s in a name? Definitions and conceptualizations of teleworking and homeworking,” New Technology, Work and Employment, Vol.18, No. 3, pp. 158-165, 2003.
[45]Tolbert P.S. and Simons T., “The Impact of Working at Home on Career Outcomes of Professional Employees,” (Working paper 94-04), Ithaca, School of Industrial and Labor Relations Center for Advanced Human Resource Studies, Cornell University, 1994.
[46]The Social Dialogue Committee, “Implementation of The European Framework Agreement on Telework,” , 2006.
[47]United States Office of Personnel Management, “Guide to Telework in the Federal Government,” 2011.
[48]Watad, M.M. and DiSanzo, F.J., “Case study: the synergism of telecommuting and office automation,” Sloan Management Review, Vol. 41, No. 2, pp. 85-96, 2000.
[49]“Work-Life Balance And The Economics of Workplace Flexibility,” Executive Office of The President Council of Economic Advisers, 2010.
論文使用權限
  • 同意紙本無償授權給館內讀者為學術之目的重製使用,於2015-07-14公開。
  • 同意授權瀏覽/列印電子全文服務,於2015-07-14起公開。


  • 若您有任何疑問,請與我們聯絡!
    圖書館: 請來電 (02)2621-5656 轉 2486 或 來信