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論文名稱(中文) 工作―生活衝突、工作―生活平衡和人格特質對資深工作者工作績效的影響 案例研究:中國鋼鐵股份有限公司和台灣國際造船股份有限公司
論文名稱(英文) The relationships between Work-life Conflict, Work-life Balance and Job performance of older workers, Moderated by Personality The Case study of Taiwan Industries: CSC and CSBC
校院名稱 成功大學
系所名稱(中) 企業管理學系
系所名稱(英) Department of Business Administration
學年度 104
學期 2
出版年 105
研究生(中文) 丹娘
研究生(英文) Tatiana Kovaleva
學號 R46027029
學位類別 碩士
語文別 英文
論文頁數 80頁
口試委員 指導教授-王瑜琳
口試委員-葉桂珍
口試委員-賴賢哲
中文關鍵字 none 
英文關鍵字 Work-Life Conflict  Work-Life Balance  Job performance  Personality  Older workers. 
學科別分類
中文摘要 人口統計資料之中,老年化的勞動力的現象,造成資深員工在「工作―生活平衡」和「生產力」上產生問題。本研究針對資深員工提出「工作―生活平衡」作為連結「工作―生活衝突」和「工作績效」的研究架構。本研究使用人格特質作為調節變數,因為一個人的工作態度取決於本身的人格特質或是其對於工作和生活的觀點。一個正向積極的人可能不會對工作和生活之間產生的衝突而感到壓力。問卷發放目標為中國鋼鐵股份有限公司以及台灣國際造船股份有限公司的員工,問卷回收於兩周內完成,主要填答者的年齡分布介於55到64歲之間,職業為藍領階級的員工以及其主管。樣本數153份,研究結果顯示工作―生活平衡對於資深員工的工作績效有顯著的影響。另外,兩種不同的工作―生活衝突類型(以時間為基礎的衝突和以壓力為基礎的衝突)對於資深員工的工作―生活平衡有負向的影響。有趣的是,兩種工作―生活衝突對於工作績效卻沒有直接的影響。然而,工作―生活衝突會透過工作―生活平衡為中介變數,對工作績效有負向影響。另外,人格特質對於工作―生活衝突和工作―生活平衡之間的關係並沒有調解效果。儘管存在研究限制,本研究仍提供了一些新奇的研究成果以及對未來研究的建議。
英文摘要 Demographic changes like ageing workforce raised questions about work–life balance and productivity among older workers. This study proposes a research in constructing Work-Life Balance as a major link between Work-Life Conflict and Job Performance of older workers. Specifically, it uses Personality as a moderator, because the attitude toward work or life is dependent on one’s personality or his or her point of view about job or personal life. Employee with positive affectivity may pay no regard to stress created by conflict between work and personal life. A survey was conducted within 2 weeks. Main respondents are 55-64 age blue-collar workers and their supervisors from two Taiwan industries: China Steel Corporation and China Shipbuilding Corporation. The sample size is 153. Results demonstrate that Work-Life Balance has a significant effect on Job Performance of older workers, and two types of Work-Life Conflict (time-based and strain-based) have a negative effect on Work-Life Balance of older employees. It is interesting that time-based conflict and strain-based conflict have no direct impact on Job Performance. However, Work-Life Conflict is negatively related to Job Performance through reduced Work-Life Balance. Also, there was no moderating effect of Personality on the relationship between Work-Life Conflict and Work-Life Balance. Despite research limitations, this study still provides some significant results and future research suggestions.
論文目次 TABLE OF CONTENTS

ACKNOWLEDGEMENTS I
ABSTRACT II
TABLE OF CONTENTS IV
LIST OF TABLES VII
LIST OF FIGURES VIII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background and Motivation. 1
1.2 Research Objective. 8
CHAPTER TWO LITERATURE REVIEW 9
2.1 Work-Life Conflict (WLC). 9
2.2 Work-Life Balance (WLB) of older workers. 10
2.3 Job Performance (JP) of older workers. 12
2.4 Relationship between WLC and JP of older workers. 13
2.5 Relationship between WLC and WLB of older workers. 15
2.6 Relationship between WLB and JP of older workers. 17
2.7 WLB as a Mediator of the relationship between WLC and JP of older workers. 17
2.8 Personality (P) as a Moderator of the relationship between WLC and WLB.
18
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 20
3.1 The conceptual framework. 20
3.2 Summary of Hypotheses. 21
3.3 The questionnaire design. 22
3.4 Construct measurement. 22
3.4.1 Work-Life Conflict. 22
3.4.2 Work-Life Balance of older workers. 23
3.4.3 Job Performance of older workers. 24
3.4.4 Personality. 25
3.4.5 Personal Basic Information. 26
3.5 Data collection procedures. 27
3.5.1 Sample. 27
3.5.2 Procedures. 29
3.6 Method of data analysis. 29
3.6.1 Descriptive Analysis. 30
3.6.2 Confirmatory Factor Analysis and Reliability test. 30
3.6.3 Structure Equation Modeling. 30
3.6.4 Hierarchical Regression Analysis. 31
CHAPTER FOUR RESEARCH RESULTS 32
4.1 Data Collection. 32
4.2 Descriptive Statistics. 32
4.2.1 Characteristics of Respondents. 32
4.2.1 Descriptive Analyses for Questionnaire Items. 34
4.3 Confirmatory Factor Analysis and Reliability test. 36
4.3.1 CFA and Reliability test of Work-Life Conflict. 36
4.3.2 CFA and Reliability test of Work-Life Balance. 38
4.3.3 CFA and Reliability test of Personality. 39
4.3.4 CFA and Reliability test of Job Performance. 40
4.3.5 Overall CFA. 40
4.3.6 The correlation matrix. 42
4.4 Structural Equation Modeling. 44
4.4.1 Hypotheses Testing of TWLC. 44
4.4.2 Hypotheses Testing of SWLC. 46
4.5 Hierarchical Regression analysis. 49
4.5.1 Hypotheses Testing of Moderating Effect of Personality on relationship between TWLC and WLB. 49
4.5.2 Hypotheses Testing of Moderating Effect of Personality on relationship between SWLC and WLB. 52
CHAPTER FIVE CONCLUSION AND SUGGESTIONS 56
5.1 Research Conclusion and Discussion. 56
5.2 Research Contribution and Managerial Implications. 60
5.3 Limitation and Future Research Suggestions. 61
REFERENCES 63
APPENDICES 68
Appendix 1: Questionnaire in English. 68
Appendix 2: Questionnaire in Chinese 74
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