對企業而言員工的工作績效相當重要，為了提高員工工作績效，企業開始提供讓員工可以兼顧工作與個人生活的措施。現今資訊科技發達的時代，在加上近期新型冠狀病毒疫情影響，不少企業開始讓員工採用遠距工作的模式。因此，本研究旨在探討遠距工作的工作方式與工作生活平衡及工作績效之間的關係。透過問卷調查收集樣本數據，並以因素分析、信度分析、迴歸分析及變異數分析等方法進行分析，歸納出本研究之結論，進而提出建議供企業人資部門參考。
　　問卷發放時間為2021年2月中至2021年3月底，歷時六週，共計回收335份有效問卷，其中遠距工作者有106份，非遠距工作者有229份。根據研究結果，當員工花較多心力在工作時，可以提高脈絡績效與任務績效，但如果受到其個人生活的影響，就會降低兩者績效。因此，若能讓員工感到工作與生活是相互提升的，就能相對提升其脈絡績效、團體績效及任務績效。再者，遠距工作可以幫助員工達到工作生活平衡，當員工能適當分配其工作與個人生活時，就能提升其工作績效。換言之，遠距工作除了能使員工達到工作生活平衡，亦能提升員工工作績效。
本研究結果如下：
1. 遠距工作對於工作生活平衡的影響不顯著。
2. 工作生活平衡對於工作績效具有正向影響。
3. 遠距工作對於工作績效具有正向影響。

For companies, the job performance of employees is highly important. In order to improve job performance, companies have begun offering measures which enable employees to balance work and personal life. The advanced information technology nowadays and the recent impact of COVID-19 make more and more employers allow telecommuting. Therefore, this study aims to explore the relationship among telecommuting, work-life balance, and job performance of employees. By collecting sampled data through questionnaire surveys, and analyzing by factor analysis, reliability analysis, regression analysis, and variance analysis, to summarize the conclusions of this research, and then make recommendations for the reference of human resources department.
　　The questionnaire is distributed from mid-February 2021 to March 2021, for six weeks, and total 335 valid questionnaires were recollected. Including 106 for telecommuters and 229 for non- telecommuters. According to the research result, contextual performance and task performance are increased when employees spending more effort at work. On the contrary, both are declined when employees are affected by their personal lives. Therefore, if employees feel their work and personal lives are mutually enhanced, contextual performance, group performance and task performance will relatively be increased. Moreover, telecommuting helps employees to achieve work-life balance. Job performance can be improved when employees are able to properly allocate work and personal lives. In other words, telecommuting not only enables employees to achieve work-life balance but also improves their work performance.
The results of this study are as follows： 
1. Telecommuting has no significant affected on work-life balance.
2. Work-life balance has a significant positive impact on job performance.
3. Telecommuting has a significant positive impact on job performance.

目錄
表目錄	iii
圖目錄	v
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 研究範疇	4
第四節 研究流程	4
第二章 文獻探討	6
第一節 遠距工作	6
第二節 工作生活平衡	9
第三節 工作績效	12
第四節 研究假設發展	16
第三章 研究方法	19
第一節 研究架構與假設	19
第二節 研究樣本	20
第三節 變數定義與變項衡量	20
第四節 資料分析方法	25
第四章 資料分析與研究結果	28
第一節 敘述性統計分析	28
第二節 因素分析	37
第三節 信度分析	41
第四節 相關性分析	41
第五節 迴歸分析	43
第六節 變異數分析	45
第七節 研究假設驗證之結果	49
第五章 結論與建議	51
第一節 研究結論	51
第二節 管理意涵	52
第三節 研究限制與建議	53
參考文獻	55
附錄　研究問卷	61

表目錄
表 2-2-1 工作生活與家庭生活之間關係的五個主要模型	10
表 2-2-2 工作生活平衡之定義	11
表 2-3-3 工作績效之定義	13
表 3-3-1 遠距工作之衡量題項量表	21
表 3-3-2 工作生活平衡之衡量題項量表	23
表 3-3-3 工作績效之衡量題項量表	24
表 3-3-4 學者專家意見修改表	26
表 4-1-1 工作方式次數分配表	28
表 4-1-2 每週平均參與遠距工作之天數次數分配表	29
表 4-1-3 每週平均進行遠距工作之時數次數分配表	29
表 4-1-4 已參與遠距工作的時間次數分配表	30
表 4-1-5 使用遠距工作完成工作的百分比次數分配表	30
表 4-1-6 遠距工作時是否有技術上的諮詢的單位次數分配表	31
表 4-1-7 技術支持的滿意度次數分配表	31
表 4-1-8 性別次數分配表	32
表 4-1-9 年齡次數分配表	32
表 4-1-10 婚姻次數分配表	33
表 4-1-11 家中有無需要照顧的成員次數分配表	33
表 4-1-12 教育程度次數分配表	34
表 4-1-13 工作類型次數分配表	34
表 4-1-14 產業類別次數分配表	35
表 4-1-15 職業類別次數分配表	36
表 4-1-16 工作職務次數分配表	36
表 4-1-17 住家到公司之通勤時間次數分配表	37
表 4-2-18 工作生活平衡構面之因素分析表	38
表 4-2-19 工作績效構面之因素分析表	40
表 4-3-20 各構面之信度分析表	41
表 4-4-21 各構面之相關分析表	41
表 4-4-22 各子構面之相關分析表	42
表 4-5-23 工作生活平衡子構面對脈絡績效之迴歸分析表	43
表 4-5-24 工作生活平衡子構面對團體績效之迴歸分析表	44
表 4-5-25 工作生活平衡子構面對任務績效之迴歸分析表	45
表 4-6-26 人口統計變項與工作生活平衡之T檢定與單因子變異數分析	46
表 4-6-27 人口統計變項與工作績效之T檢定與單因子變異數分析	47
表 4-6-28 工作方式與工作生活平衡主構面與子構面之T檢定分析	48
表 4-6-29 工作方式與工作績效主構面與子構面之T檢定分析	49
表 4-7-30 本研究假設驗證之結果	49

圖目錄
圖 1-4-1 研究流程圖	5
圖 3-1-1 研究架構圖	19

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