「不滿」也會累？－工作條件的主觀落差、非典型工作，與身心疲勞的關連性

Abstract

由於台灣的工作環境中，因雇主的各種說詞導致工作報酬遭苛扣，或者是使勞工難以認同的薪資情況越發常見，筆者想藉此研究探討此「工作條件主觀落差」是否不只讓人沮喪，也會實際導致工作身心疲勞，並認為這個議題值得勞動研究更進一步關注。另外，也想探討在勞動人口中逐漸上升的非典型工比例是否會對此現象造成影響。本研究的樣本取自2015年七期一次《台灣社會變遷基本調查－工作與生活組》問卷，並透過詢問受訪者三種工作報酬：工作保障／收入／升遷機會的重要性、工作上是否同意前述條件獲得滿足，以及受訪者的身心疲勞程度，建構出研究的自變項及依變項，並透過序列邏輯迴歸和定型邏輯迴歸探討兩者關係。分析結果證實了當工作保障、收入及升遷機會無法讓工作者感到合理或滿足的時候，身體疲勞的程度會加重；而收入及升遷機會不合理或滿足的時候，心理疲勞程度加重。至於非典型工作變項則產生了交互作用，體現在當工作保障或升遷機會主觀落差效果相同時，典型工作者反而會比非典型工作者承受更多的疲勞。以上兩種發現將於結論有更進一步的探討，並同時說明本研究的貢獻、建議及不足之處。

Due to the fact that the issues of work rewards exploited by 'spoiled bosses', workers can hardly accept the actual rewards lower than expected, have become more often in Taiwan's labor markets, this study aims to discover whether this 'subjective mismatch', 'unsatisfying work rewards' can not only make workers upset, but also exacerbate the work fatigue (burnout). Also, the study tries to understand how nonstandard work, which is more prominent in recent years, affect this unsatisfying-burnout phenomenon. Data used in this study were taken from the 2015 Taiwan Social Change Survey, First Wave of the 7th Phase: Work and Life Module. Independent and dependent variables were constructed by using questions in the questionnaire: a person's view about the importance of job security/income/chance of promotion, whether the person is satisfied with the three work rewards, and the level of physical/mental fatigue. Results show that physical fatigue increases when a worker considers security, income or promotion unsatisfying. However, only unsatisfying income and chance of promotion can worsen a worker's mental health. As for nonstandard work, it has the interaction effect that makes standard worker feel more tired than nonstandard work for the same extent of unsatisfaction. The outcome, limitations and suggestions of study are further discussed in conclusion.