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博碩士論文 etd-0628109-230145 詳細資訊
Title page for etd-0628109-230145
論文名稱
Title
超時工作動機、認知與超時工作行為之研究-以知識工作者為例
The Motivations, Cognitions, and Behaviors to Work Extended Hours Overtime --- A Study of Knowledge Workers.
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
86
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
2009-06-08
繳交日期
Date of Submission
2009-06-28
關鍵字
Keywords
工作評價、情緒、超時工作動機、知識工作者、超時工作行為
working overtime behavior, knowledge workers, working overtime motivation, emotions, work performance evaluation
統計
Statistics
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中文摘要
台灣人勤勉奮鬥的工作態度曾創造台灣的經濟奇蹟,可是過度投入工作的後果,不只是個人身心的健康,還有家庭的和諧都會受影響,也有研究指出,超時工作不一定對組織是有正向幫助。但即使如此,甚至勞基法也有對工時的規範,台灣工作者超時工作的情況仍然很嚴重,過勞死的新聞也是時有所聞。

本研究以知識工作者為例,探討超時工作動機、認知與超時工作行為三者間的關係,及工作特性造成的干擾效果,透過這樣的研究,希望能了解員工超時工作是出自何種動機,及對超時工作有怎樣的認知,會造成超時工作的行為。由文獻探討了解超時工作動機有三類,第一類是報酬,也就是超時工作可以換得實質的加班費或者調整休假酬勞;第二類是回饋機制,屬於無形未知的期待,包含了晉升機會獲加薪機會等;第三類是人際壓力,也就是因為他人,主管或同事的原因,不敢太早離開公司。超時工作的認知,主要探討超時工作評價和情緒。超時工作行為則調查超時工作的時數與頻率。

經由實證分析,本研究獲得以下的結果:
1.為了獲得回饋而超時工作的動機,和超時工作認知沒有顯著相關;而為了回饋機制而超時工作的動機,和超時工作評價有相關,與情緒則無顯著相關。因為人際壓力而超時工作的動機與認為超時工作會影響主管對自己工作評價的程度有正相關,因為人際壓力而超時工作的動機與超時工作的情緒顯示負相關。
2.為了獲得回饋而超時工作的動機與每週超時工作的天數有正相關。
3.若認為超時工作會影響主管對自己的工作評價,超時工作行為的天數和時數會比較高。
4.工作自主性會對超時工作報酬動機與超時工作評價的關係造成負向干擾,工作回饋性和任務完整性則是正向的干擾。
Abstract
The diligent working attitude of Taiwanese employees has created miracle in Taiwanese economy. The result of investing too much time in their career does not only affect their psychological well-being but also impact their family dynamic. According to some researches, working overtime does not always bring benefit to the organizations; nevertheless, working overtime is still a widespread phenomenon even though there are labor laws to regulate such behavior in Taiwan, Karoshi is quite common on the news.

This research samples knowledge workers to investigate the relationship between employees’ motivations, cognitions, and behaviors of working overtime; the moderating effects specific to job characteristic will be studied as well. Furthermore, we have identified the motivations for work overtime into three main categories: immediate rewards, seeking for career growth potential, and peer pressure from other employees. The first category is immediate rewards, which simply referred to overtime pay or extra vacation days employees earn from working overtime. The second category of motivations to work overtime is to seek for a career growth potential in the near future. By working overtimes, the employees hope the employers can see the dedication employees had put into their work then provide employees opportunities to move onto a higher level position or an increase in compensation. Peer pressure is the third category of motivation for people to work overtime. The employees feel pressure to be the first one to step out off the office while others are still working after their regular work hours. In addition, this research also analyzed the relationship between work performance evaluations and emotions associated with overtime; identifying specific behaviors associated with working overtime by analyzing the relationship between how man overtime hours worked and how often one will need to work overtime. By doing this research, we hope that we hope we can provide a better understanding of the extended hours overtime phenomenon in Taiwan.

Through the real example analyses, this research acquires the following results:
1.There is no obvious relation between seeking a career growth potential and employees’ feeling toward overtime; nor there direct connection between motivation for overtime and emotions which associated with working overtime.

2.However, our real example analyses do show a positive relationship between motivation due to peer pressure for working overtime and work performance evaluation for overtime. Nerveless, the research data shows a inverse relation between motivations due to peer pressure for working overtime and emotions associated with working overtime.
3.There is a positive relationship between seeking a career growth potential and hours worked.
4.If one is concerned his/her evaluations from his/her supervisor, then there will be an obvious increasing in his/her overtime working days and hours but there is no connection with the work emotions.
5.The individual control of work will cause negative interference with the motives and the evaluations of overtime working; the feedback and the integrity of work will cause positive interference.
目次 Table of Contents
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 研究流程 4
第二章 文獻探討 5
第一節 超時工作行為 5
第二節 超時工作的動機 14
第三節 超時工作的認知 22
第四節 工作特性 25
第三章 研究方法 28
第一節 研究架構與研究假設 28
第二節 研究變項的操作性定義與衡量 30
第三節 資料蒐集方法及樣本特性分析 34
第四節 資料分析方法 38
第四章 實證分析與討論 39
第一節 超時工作之描述性統計 39
第二節 超時工作動機、認知與超時工作行為之關係 50
第三節 超時工作動機對超時工作認知之影響性分析 53
第四節 超時工作動機對超時工作行為之影響性分析 55
第五節 超時工作認知對超時工作行為之影響性分析 57
第六節 工作特性的干擾效果 59
第五章 結論與建議 62
第一節 研究結果與結論 62
第二節 管理實務上的意涵 66
第三節 研究限制與後續研究建議 67
參考文獻 69
超時工作行為研究之調查問卷 75
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