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題名:員工全人健康對工作績效之影響- 以工作滿意、工作倦怠為中介變項
作者:陳家成
作者(外文):Jia-Chern, Chen
校院名稱:大葉大學
系所名稱:管理學院博士班
指導教授:雷文谷
學位類別:博士
出版日期:2016
主題關鍵詞:員工全人健康工作滿意工作倦怠工作績效Employees WellnessJob SatisfactionJob BurnoutJob Performance
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全人健康的理論觀點自1980年代初興起以來,其內涵雖廣為理論界及實務界所運用,過去屢有實證,惟無一致性的結論。因此,本研究植基全人健康理論探討員工健康與工作績效的關係,但其前提及中介變數為何,並以組織觀點工作滿意與工作倦怠兩變項介入,藉以確認有無中介變項存在。本文以調查法檢測此關係,樣本取樣包括公家機關、營利與非營利機構,資料經由管理者發放問卷調查蒐集而來,共計發放問卷530份,回收493份,回收率為93.0%,扣除填答不完整之無效問卷60份後,實際可用之問卷共有433份,有效問卷回收率87.8%。樣本資料藉由項目分析、因素分析、信效度檢定,相關分析及迴歸分析。結果顯示:1.員工健康對工作績效具有顯著關係。2.證實工作滿意與工作倦怠對於員工健康與工作績效關係具有中介效果。3.企業員工健康可以提升工作滿意進而提高工作績效。4.企業員工健康可以降低工作倦怠進而提高工作績效。
對於組織管理本研究理論可應用作為實務界參考。未來研究建議可拓展其他中介變項,如員工忠誠度、員工承諾、員工獎勵等變項,以及採用長期縱向研究的方式來收集樣本數據,增強員工健康與工作績效之因果關係的推論基礎。
Although the connotations of the theoretical perspective of wellness have been widely applied by both theorists and practitioners since its rise in the early 1980s, no consistent conclusion has been reached in previous repeated empirical studies. There-fore, the present study investigated the relationship between employee wellness and employee job performance on the basis of wellness theory; however, regarding the premises and mediating variables, the two mediators of job satisfaction and job burn-out were used from an organizational perspective to confirm the presence of mediators through administering a survey.
The sample comprised representatives from public agencies, for-profit organiza-tions, and nonprofit organizations. Among the 530 administered questionnaires, 493 were returned, yielding a recovery rate of 93%. After 60 invalid or incomplete ques-tionnaires were removed, 433 usable questionnaires remained, yielding a valid recov-ery rate of 87.8%. The sample data were subjected to an item analysis, factor analysis, reliability and validity tests, correlation analysis, and regression analysis. The results indicate the following: 1. Employees’ health was significantly related to job perfor-mance; 2. job satisfaction and job burnout mediated the relationship between employ-ee health and job performance; 3. Employees’ health can enhance job satisfaction and thus improve performance. 4. Employees’ health can reduce job burnout and to im-prove job performance.The findings of this study may serve as a practical reference for organizational management. We suggest that future studies be expanded to include other mediators such as employee loyalty, commitment, and incentives. Such studies could also adopt a long-term longitudinal method for collecting sample data to strengthen the foundation for drawing causal inferences on the relationship between employee health and job performance.
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