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題名：高科技企業員工工作品質改善之研究--工作負荷觀點
書刊名：品質學報
作者：林秀娟 引用關係／李元墩 引用關係／戴謙 引用關係
作者(外文)：Lin, Hsiu-chuan／Lee, Yuan-duen／Tai, Chein
出版日期：2012
卷期：19:5
頁次：頁445-463
主題關鍵詞：工作品質；工作負荷；人力資源管理；高科技企業；Job quality；Workload；Human resources management；High-tech enterprise
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(2) 博士論文(1) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:2
  • 共同引用共同引用:266
  • 點閱點閱:59
現今企業組織日益精簡、工作上需要更廣泛的技能，員工之工作時間、職責與日俱增，工作上之負荷越來越重，組織內部如何能夠在工作投入與績效產出之間作一整合與評估，以發揮人力資源管理最大之效能，為此本研究係以一高科技公司內部研發單位二十一名員工為受測對象，採用多構面NASA-TLX（Task Load Index）工作負荷評量指標，以問卷調查與主管績效考評之方式進行，回收之資料應用資料包絡分析法對員工進行工作負荷與績效水準之評估，研究結果如下：（1）該公司員工工作負荷與績效水準分配適當，顯示出人力主管部門在員工工作任務分配之質與量以及績效標準之訂定合理。（2）少數工作負荷過重與工作配置不佳之員工，公司依據其負荷較重之效標，給予適度之工作調整與協助。（3）該公司員工其負荷指標排序為績效、挫折感、努力程度、心智、體力與時間。最後，歸納研究結論提供作為改善員工工作負荷與調整其工作屬性之參考，以達到人才留任、工作品質改善與提升公司整體績效之目的。
Nowadays the organization size tends to be lean, employees are required more multiple job skills, working time and responsibility than before. Therefore the workload is getting heavier and how organizations can integrate and evaluate between job and performance to optimize the effectiveness of HRM. NASA-TLI (Task Load Index), a multi-dimensional scale, was used to measure workload of 21 employees as research subjects from a high-tech enterprise together with the performance appraisal from supervisors and the collected data were analyzed by Data Envelopment Analysis (DEA) to evaluate workload and the level of performance. The results are as follows: (1) HR managers set up reasonable performance standards with the quality and quantity of task assigned for employees; (2) a few employees with over workload and improper job deployment should be concerned and adjusted; (3) the criteria rankings for the workload of employees are performance, frustrations, effort level, mental demand, physical demand and temporal demand. Finally, this study discussed and proposed some suggestions on workload and job characteristic to achieve staff retention, manpower quality enhancement and overall organizational performance improvement.
期刊論文
1.Shaw, B. J.、Weekley, A. J.(1985)。The effects of objective work-load variations of psychological strain and post-work-load performance。Journal of Management，11(1)，87-98。  new window
2.Beehr, T. A.、Jex, S. M.、Stacy, B. A.、Murray, M. A.(2000)。Work stressors and coworker support as predictors of individual strain and job performance。Journal of Organizational Behavior，21(4)，391-405。  new window
3.Klein, S. M.(197312)。Pay factors as predictors to satisfaction: A comparison of reinforcement, equity, and expectancy。Academy of Management Journal，16(4)，598-610。  new window
4.葉長欣、胡佩怡(2009)。高科技產業從業人員心理健康與過勞。勞工安全衛生簡訊，93，2-3。  延伸查詢new window
5.蔡宏明(19990600)。我國高科技產業發展面對的挑戰與因應對策。經濟情勢暨評論，5(1)，88-110。  延伸查詢new window
6.趙志揚、黃啟倫(20040600)。臺灣高科技產業知識管理人員能力內涵研究。人力資源管理學報，4(2)，1-24。new window  延伸查詢new window
7.Mayes, D. K.、Sims, V. K.、Koonce, J. M.(2001)。Comprehension and workload differences for VDT and paper-based reading。International Journal of Industrial Ergonomics，28(6)，367-378。  new window
8.王喻平(20080900)。越南員工工作價值觀與離職傾向關係之研究--管理公平性的調節作用。人力資源管理學報，8(3)，49-72。new window  延伸查詢new window
9.Adams, J. Stacy(1963)。Toward an Understanding of Inequity。Journal of Abnormal and Social Psychology，67(5)，422-436。  new window
10.蔣德煊、廖淑芬、戴晉煬(20020600)。企業人力合理化與人力資源規劃策略對組織績效影響之探討。人力資源管理學報，2(2)，81-97。new window  延伸查詢new window
11.Seiford, Lawrence M.(1996)。Data Envelopment Analysis: The Evolution of the state of the Art (1978-1995)。Journal of Pharmaceutical Analysis，7(2/3)，99-137。  new window
12.曾信超、蔣大成、侯淑華(20080600)。醫療機構內部服務品質、工作滿足、角色壓力與員工工作績效關係之研究--以嘉南地區署立醫院為例。品質學報，15(3)，233-247。new window  延伸查詢new window
13.羅新興、周慧珍(20061200)。組織成員知覺主管支持對其離職傾向之影響--探討工作負荷與成就動機之干擾作用。人力資源管理學報，6(4)，67-80。new window  延伸查詢new window
14.陳惠芳、陳怡菁(20060600)。工作特性變動與心理賦權對組織承諾之影響研究--以民營化中之公營事業為例。人力資源管理學報，6(2)，49-69。new window  延伸查詢new window
15.Farrell, Michael James(1957)。The Measurement of Productive Efficiency。Journal of the Royal Statistical Society: Series A (General)，120(3)，253-290。  new window
16.Charnes, Abraham、Cooper, William W.、Rhodes, Edwardo(1978)。Measuring the efficiency of decision making units。European Journal of Operational Research，2(6)，429-444。  new window
圖書
1.李再長、黃雪玲、李永輝、王明揚(2005)。人因工程。台北：華泰書局。  延伸查詢new window
2.黃英忠(1997)。人力資源管理。台北：三民書局。  延伸查詢new window
3.Hamel, G.、Prahalad, C. K.(1994)。Competing for the Future: Breakthrough Strategies for Seizing Control of Your Industry and Creating the Markets of Tomorrow。Harvard Business School Press。  new window
4.高強、黃旭男、末吉俊幸(2003)。管理績效評估：資料包絡分析法。臺北：華泰文化。new window  延伸查詢new window
其他
1.楊朝祥(2007)。高科技產業與人才創新--臺灣模式與經驗。  延伸查詢new window
2.Appleyard, M. M. and Brown, C.(2001)。Employment practices and semiconductor manufacturing performance。  new window
3.Byars, L. L. and Rue, L. W.(1997)。Human Resource Management, 5th ed.，New York：McGraw-Hill。  new window
4.Chang, S. Y. and Chen, T. H.(2006)。Discriminating relative workload level by data envelopment analysis。  new window
5.Chien, C. F. and Chen, L. F.(2008)。Data mining to improve personnel selection and enhance human capital: a case study in high-technology industry。  new window
6.Cumming, R. W. and Croft, P. G.(1973)。Human information processing under varying task demand。  new window
7.Esposito, M. and Novak, J.(2002)。HR cost cutting: how technology makes little savings add up。  new window
8.Firth, L., Mellor, D. J., Moore, K. A., and Loquet, C.(2004)。How can managers reduce employee intention to quit?。  new window
9.Frankenhaeuser, M. and Gardell, B.(1976)。Underload and overload in working life: outline of a multidisciplinary approach。  new window
10.Goldberg, R. A. and Stewart, M. R.(1980)。Memory overload or expectancy effect? ‘Hysteresis’ revisited。  new window
11.Hart, S. G.(2006)。NASA-Task Load Index (NASA-TLX); 20 years later。  new window
12.Hesketh, A. and Fleetwood, S.(2006)。Beyond measuring the human resources managementorganizational performance link: applying critical realist meta-theory。  new window
13.Iverson, R. D. and Pullman, J. A.(2000)。Determinants of voluntary turnover and layoffs in an environment of repeated downsizing following a merger: an event history analysis。  new window
14.Jung, H. S. and Jung, H. S.(2001)。Establishment of overall workload assessment technique for various tasks and workplaces。  new window
15.Kawada, T. and Ooya, M.(2005)。Workload and health complaints in overtime workers: a survey。  new window
16.Mathis, R. L. and Jackson, J. H.(1991)。Human Resource Management, 6th ed.，Mason, OH：South-Western。  new window
17.Matthews, R., Legg, S., and Charlton, S.(2003)。The effect of cell phone type on drivers subjective workload during concurrent driving and conversing。  new window
18.Miyake, S.(2001)。Multivariate workload evaluation combining physiological and subjective measures。  new window
19.Sales, S. M.(1970)。Some effects of role overload and role underload。  new window
20.Searle, B., Bright, J. E. H., and Bochner, S.(2001)。Helping people to sort it out: the role of social support in the job strain model。  new window
21.Sherman, B.(1982)。Successful marketing strategy for high tech firms。  new window
22.Tsang, P. S. and Vidulich, M. A.(1994)。The roles of immediacy and redundancy relative subjective workload assessment。  new window
23.Wood, R., Bandura, A., and Bailey, T.(1990)。Mechanisms governing organizational performance in complex decision-making environments。  new window
圖書論文
1.Adams, J. S.(1965)。Inequity in social Exchanges。Advances in Experimental Social Psychology。New York：Academic Press。  new window
2.Hart, Sandra G.、Staveland, Lowell E.(1988)。Development of NASA-TLX (Task Load Index): Results of empirical and theoretical research。Human Mental Workload。North-Holland Press。  new window
 
 
 
 
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