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題名:工作特性、工作倦怠與身心健康之關係-固定樣本追蹤研究
作者:黃毓華
作者(外文):Yu-Hwa Huang
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
指導教授:黃英忠
學位類別:博士
出版日期:2010
主題關鍵詞:工作特性工作倦怠身心健康固定樣本追蹤研究healthburnoutjob characteristicspanel study
原始連結:連回原系統網址new window
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現今社會,工作壓力已成為普遍性的狀況。先前在工作壓力方面的研究多以工作壓力為自變項,其衍生之結果為依變項。較少研究探討其逆向影響的關係,甚或探討變數間彼此相互影響的關係。本研究從趨向假說與螺旋論的觀點,提出工作特性、工作倦怠與身心健康相互影響之研究假設。
本研究以醫院之護理人員為研究對象,採二波段縱貫性研究設計,時間間距為六個月,針對相同樣本進行重複測量,各次測量均收集所有研究變項的資料,結合成完整之固定樣本追蹤資料(panel data)。量表先經內部一致性檢驗(Cronbach''s α)及驗證性因素分析(CFA, confirmatory factor analysis),再進行結構方程模型檢驗。歷經一系列競爭模式之比較後,研究結果證實,工作特性、工作倦怠與身心健康之間確實存在相互影響之關係。最佳結構模式所顯示之時差遞延效果(cross-lagged effects),在順向影響方面包含:心理社會工作特性對工作倦怠具順向影響、心理社會工作特性對身心健康具順向影響、工作倦怠對身心健康具順向影響;在逆向影響方面包含:工作倦怠對心理社會工作特性具逆向影響、身心健康對工作倦怠具逆向影響、身心健康對心理社會工作特性具逆向影響;工作倦怠在心理社會工作特性與身心健康間具有部分中介作用;心理社會工作特性、工作倦怠、與身心健康三者間具有互為因果之影響關係。依據研究結果,建立工作特性、工作倦怠感、身心健康成效三者間之最佳結構模型。
依據研究結果,最佳結構模型中各研究變項對工作倦怠的影響力最多,顯見員工之工作倦怠值得重視。組織可藉由工作再設計、更彈性之工作流程、自主性之工作計畫與訂定目標等,以減緩員工之工作壓力。員工之身心健康亦能影響工作倦怠的感受,組織可採行積極的介入措施,以維護重要之人力資本。
The gradually increasing pressure of the organization’s job demands becomes a universal and unchangeable fact. Most studies focused on the normal causal relationships between work stress and its outcomes rather than the reversed and reciprocal relationships between them. From the view points of drift hypothesis and gain and loss spiral resulting from the conservation of resource theory, the present study probed the reciprocal relationships between job characteristics, burnout and health.
Two-wave panel data were collected from nurses both in public and private hospitals in southern Taiwan. Pre-test data were used to test the Cronbach''s α and confirmatory factor analysis for each scale. Structural equation modeling implemented with AMOS 5.0 was employed to test the fitness of the hypothesized models. Through a series of nested models competing, our findings showed that the final models fitted well to the data. Our results proved some cross-lagged effects including the normal causal relationships between psychosocial job characteristics and burnout, the reversed causal relationships between burnout and mental, physical health, burnout has partial mediating relationships between psychosocial job characteristics and mental, physical health, and the reciprocal causal relationships between psychosocial job characteristics, burnout, and mental, physical health.
According to our findings, managerial implications can be suggested that managers should pay attention to employees’ burnout and introduce some managerial practices immediately in order to prevent the harmful outcomes of health. It can be achieved by higher job control to alleviate employees’ job strain. Organizations should increase employee’s job control such as job redesign, flexible work schedules, and goal setting. In addition, burnout can be affected by mental and physical health as well. From the viewpoint of organizational intervention, stress management programs can help to improve employees’ physical and mental health, which will in turn release employee’s burnout. Organizations will gain a competitive advantage if they make better use of their human resources.
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