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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 柯志哲(Jyh-Jer Ko) | |
| dc.contributor.author | Wei-Lun Tseng | en |
| dc.contributor.author | 曾尉倫 | zh_TW |
| dc.date.accessioned | 2021-06-17T00:26:23Z | - |
| dc.date.available | 2020-02-13 | |
| dc.date.copyright | 2020-02-13 | |
| dc.date.issued | 2020 | |
| dc.date.submitted | 2020-02-10 | |
| dc.identifier.citation | 中央研究院社會學研究所，2016，台灣社會變遷基本調查計畫第七期第一次調查計畫執行報告。
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/66227 | - |
| dc.description.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。 | zh_TW |
| dc.description.abstract | 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. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-17T00:26:23Z (GMT). No. of bitstreams: 1 ntu-109-R05325010-1.pdf: 1906539 bytes, checksum: a2e70e5c7e5f29c3a8d46f538acd14fd (MD5) Previous issue date: 2020 | en |
| dc.description.tableofcontents | 謝辭 i
中文摘要 ii 英文摘要 iii 第一章 前言 1 第二章 文獻回顧 5 第一節 工作疲勞既有研究 5 (一)「疲勞」與「過勞」的區別 5 (二)影響工作疲勞的常見因素 6 (三)工作本身的健康危害因素－工作負荷、自主性及回報 7 第二節 主觀條件落差－工作不安全感及心理契約 10 (一)工作不安全感 11 (二)心理契約及其違反 14 (三)不安全感和心理契約違反的結合 15 第三節 典型與非典型工作之間的差別 18 第三章 研究方法 22 第一節 資料來源 22 第二節 使用變項 23 (一)依變項 23 (二)自變項 24 (三)調節變項 26 (四)控制變項 27 第三節 研究設計及分析方法 29 第四章 主觀條件落差及雇用關係對身心疲勞的影響 32 第一節 樣本描述性統計 32 第二節 迴歸分析 38 （三組定型邏輯迴歸分析） 41 （三組序列邏輯迴歸分析） 47 第五章 結論與限制 52 第一節 研究結論與討論 52 (一)主觀落差對身心疲勞的影響 52 (二)非典型工作與否對疲勞及主觀落差效果的影響 53 (三)交互項的分析結果：不同工作身份之中的重要差別 53 (四)為何身體疲勞和心理疲勞的結果不同？ 54 第二節 研究限制 55 第三節 研究貢獻及建議 57 參考文獻 59 附錄一 67 附錄二 68 圖一 付出－回饋失衡理論模型示意圖 10 圖二 本研究架構圖 21 圖三 自變項「主觀落差程度」示意圖 26 圖四 主觀落差、非典型及工作保障交互項變動一單位對體力透支各類別預測機率之增減幅度 45 圖五 高收入及升遷機會主觀落差變動一單位對心力交瘁各類別預測機率之增減幅度 50 表一 台灣就業人口雇用型態分布（2015年） 32 表二 依變項描述統計 33 表三 自變項描述統計 34 表四 控制變項描述統計 36 表五 工作保障主觀落差－體力透支組的定型邏輯迴歸分析 41 表六 高收入主觀落差－體力透支組的定型邏輯迴歸分析 42 表七 升遷機會主觀落差－體力透支組的定型邏輯迴歸分析 43 表八 工作保障主觀落差－心力交瘁組的序列邏輯迴歸分析 47 表九 高收入主觀落差－心力交瘁組的序列邏輯迴歸分析 48 表十 升遷機會主觀落差－心力交瘁組的序列邏輯迴歸分析 49 表十一 主觀落差、非典型、交互項與身心疲勞的關聯有無 51 附錄一 主觀落差變項之效標關聯效度檢驗 67 附錄二 連續變項及順序尺度變項相關係數表 68 | |
| dc.language.iso | zh-TW | |
| dc.title | 「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 | zh_TW |
| dc.title | Does Unsatisfaction Lead to Burnout as well? Relations Between Perceived Mismatch of Work Rewards, Nonstandard Work, and Health Outcomes | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 108-1 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 鄭雅文(Ya-Wen Cheng),張峰彬(Feng-Bin Chang) | |
| dc.subject.keyword | 工作疲勞,工作不安全感,心理契約,非典型雇用, | zh_TW |
| dc.subject.keyword | burnout,job insecurity,psychological contract,nonstandard employment, | en |
| dc.relation.page | 68 | |
| dc.identifier.doi | 10.6342/NTU202000138 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2020-02-11 | |
| dc.contributor.author-college | 社會科學院 | zh_TW |
| dc.contributor.author-dept | 社會學研究所 | zh_TW |
| 顯示於系所單位： | 社會學系 | |
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