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博碩士論文 etd-0624112-112730 詳細資訊
Title page for etd-0624112-112730
論文名稱
Title
遠距工作之可行性研究
The feasibility study of teleworking
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
106
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2012-05-17
繳交日期
Date of Submission
2012-06-24
關鍵字
Keywords
工作表現、遠距工作、工作自主性、工作動機
Teleworking, job autonomy, job motivation, job performance
統計
Statistics
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The thesis/dissertation has been browsed 5728 times, has been downloaded 1435 times.
中文摘要
網路通訊科技技術的快速進步,許多以往習以為常的現象正逐步的被改變,其中一個就是工作的型態多元化。而本研究的重點『遠距工作』就是新的工作型態之一。隨著全球化的進展,地球村的概念已然形成,對台灣而言,加上兩岸合作更加密切的情形下,為了要使員工更有靈活的彈性,在台灣來推行遠距工作,對現在而言或許是一個不錯的時機點。而如何來選適合的人來擔任遠距工作,即為本研究欲探討之方向。
本研究以作者本身的社交網路圈為主,採便利抽樣的方式,藉由網路問卷隨機抽樣的方式對台灣地區進行問卷發放,且發放對象並無設定特定行業、業種或業態進行調查,回收有效問卷105份。藉由回收的問卷中,分析何種的行業、業種或業態的人員是可推行遠距工作,也藉由回收的資料分析中,找尋遠距工作與工作表現的相關連結性。本研究探討企業或組織如何來挑選適當的人員,可以擔任遠距工作的角色,並能兼顧到工作表現,再進一步的來探討推行遠距工作的可行性。本研究使用與人格特質有關的三個構面,分別為工作自主性、一般認知能力及工作動機,對遠距工作的影響。接下來再探討,對工作表現的影響。
研究發現,工作自主性及工作動機分別對遠距工作及工作表現皆有顯著的影響,而一般認知能力對遠距工作及工作表現皆無顯著影響,另外遠距工作對工作表現亦無明顯的相關性。這對組織或企業而言,基本上具備較高的工作自主性及工作動機是選才的基本要項。當員工具備有這兩項特質後,企業或組織再來推行遠距工作其成功性也才會提高。
Abstract
In the rapid improvement of network communication, some phenomena are been changing and multi working style is one of them. This study focus on 「Teleworkig」that is one of the new working style. The concept of global village has been made under the process of globalization. Furthermore, the relationship between Taiwan and China becomes closer and how to manage the employees more flexible, using telework for Taiwanese corporations might be a good time now. How to select the suitable person as teleworker is what this study wants to discuss.
The samples were from the social networking of author of this study via internet to collect the questionnaire. These samples did not limit in industry、business style or position and there were 105 valid questionnaires collected. Via the data of collected questionnaires to analysis what kind of industry、business style and position are suitable for teleworking and try to find the relationship between teleworking and job performance. The discussion of this study is how to select the suitable person as teleworker and also has good job performance then to discuss the possibility of promoting the teleworking. This study used three relative constructs of personality such as job autonomy、general cognitive ability and job motivation to discuss the influence with teleworking and job performance.
This study was discovered job autonomy and job motivation are positive influence to job performance, but not general cognitive ability. Meanwhile, there was no obvious relationship between teleworking and job performance. For corporations, people who have higher job autonomy and job motivation are the basic requirement to recruit the employees. It would succeed to run teleworking easily if the employees have these two personalities.
目次 Table of Contents
第一章 緒 論 1
第一節 研究背景 1
第二節 研究動機與目的 2
第三節 研究流程 3
第二章 文獻探討 4
第一節 五大性格(BIG FIVE PERSONALITY) 5
第二節 情境判斷測驗(SJT, SITUATIONAL JUDGMENT TESTS) 7
第三節 遠距工作(TELEWORKING) 7
第四節 工作自主性(JOB AUTONOMY) 11
第五節 工作動機(JOB MOTIVATION) 13
第六節 工作表現(JOB PERFORMANCE) 15
第七節 一般認知能力(GENERAL COGNITIVE ABILITY,GCA) 18
第三章 研究設計 20
第一節 研究架構與假設 20
第二節 研究變數與操作型定義 21
第三節 量表設計 24
第四節 量表測試及前測 25
第五節 抽樣計畫 33
第六節 資料分析方法 33
第四章 實證分析 38
第一節 樣本敘述性統計 38
第二節 信度分析 44
第三節 因素分析 50
第四節 構面變數之相關分析 57
第五節 遠距工作之預測模式 62
第六節 人口統計變數之調節效果 69
第五章 結論與建議 76
第一節 研究結論 76
第二節 管理意涵 78
第三節 研究限制與建議 80
附錄 81
文獻參考 81
問卷 81
參考文獻 References
中文文獻
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