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題名 | 職場疲勞狀況與工作過度投入之相關因素:以臺北市36家職場受僱員工為例=Factors Associated with Workers' Burnout and “Over-commitment to Work”: A Survey among Employees of 36 Companies in Taipei City |
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作者 | 葉婉榆; 鄭雅文; 陳美如; 邱文祥; | 書刊名 | 臺灣公共衛生雜誌 |
卷期 | 27:6 2008.12[民97.12] |
頁次 | 頁463-477 |
分類號 | 412.53 |
關鍵詞 | 疲勞; 工作投入; 量表; 工作壓力; Burnout; Commitment to work; Inventory; Work stress; |
語文 | 中文(Chinese) |
中文摘要 | 目標:探討受僱者的疲勞狀況與工作過度投入行為傾向之分佈與相關因素。方法:參考「哥本哈根疲勞量表」與「付出-回饋失衡模型」,發展職場疲勞量表,包括「個人疲勞」、「工作疲勞」、「服務對象疲勞」與「工作過度投入」四個面向;問卷也同時測量人口學(性別、年齡、婚姻與教育程度)與工作背景資料(職等、公司規模、工時、工作負荷、工作控制與就業不安定性)。調查對象為台北市36家職場共2891名男性與2704名女性受僱者,其中製造業佔41%,營造業佔7%,服務業佔52%。結果:應用複迴歸模型,控制個人、工作變項後,女性在「個人疲勞」(β=4.2)與「工作疲勞」(β=2.9)之得分顯著高於男性,「服務對象疲勞」(β=-3.2)得分顯著低於男性,而「工作過度投入」(β=0.1)則無顯著性別差異。在男女性中,年輕者的「個人」、「工作」、與「服務對象疲勞」得分均顯著高於年長者;但「工作過度投入」則以35~45歲青壯年族群的得分明顯高於35歲以下及45歲以上者。此外,每週工時54小時以上、工作負荷高、工作控制低、就業不安定性高者,在上述四個面向的得分均顯著較高。結論:本研究指出職場疲勞與工作過度投入的高危險族群,可作為職場健康介入策略之參考。 |
英文摘要 | Objectives: This study was designed to investigate the distribution and correlates of workers' burnout and "over-commitment to work". Methods: Burnout status was measured using revised items from the Copenhagen Burnout Inventory (CBI), which includes 3 subscales (personal burnout, work-related burnout, and client-related burnout). The scale measuring over-commitment to work was modified from Siegrist's Effort-Reward Imbalance Questionnaire (ERI-Q). Also collected were socio-demographic characteristics (sex, age, marital status, and education) and work-related factors (employment grade, company size, working hours, work demands, job control, and job insecurity). A total of 2891 male and 2704 female employees from 36 worksites in Taipei city participated in this survey. Among them, 41% was in manufacturing, 7% was in construction, and the remaining 52% in service sectors. Results: After controlling for demographic and work-related variables in regression analyses, women had significantly higher levels of personal burnout (β=4.2) and work burnout (β=2.9) but significantly lower levels of client burnout (β=-3.2) and comparable levels of over-commitment to work (β=0.1) compared to men. Among both sexes, younger employees had significantly higher levels of burnout in all three subscales; however, the middle-aged group (aged 35~45) reported the highest levels of over-commitment as compared to other age groups. Longer working hours (≥ 54 hours per week), higher psychological work demands, lower job control, and job insecurity were found to be positively associated with scores on all four subscales. Conclusions: This study identified groups at high risk for burnout and over-commitment to work and provided directions for health promotion strategies in the workplace. |
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