同時多工適配、敬業貢獻與工作績效之研究：個人環境適配觀點

An Empirical Study of Polychronicity Fit, Work Engagement and Job Performance from the Person- Environment Fit Perspective

過去研究對個人同時多工性傾向與其績效之關連有不同的定論。同時多工性，意指個人對時間運用的偏好傾向於短時間內同時處理多件工作，故多數文獻支持其對績效有正向關連，然實證發現結果並不一致。本研究藉由個人環境適配觀點來驗證同時多工適配對工作績效之影響，並檢測敬業貢獻的中介效果，以同步釐清同時多工適配對工作績效的影響路徑。本研究以對偶方式收集問卷，從318位基層國軍工作幹部與其直屬主管之配對資料中發現，同時多工適配會正向影響敬業貢獻度，而敬業貢獻則完全中介同時多工適配與工作績效之間的正向關係。再者，利用模型卡方值檢定發現，相對於個人組織及個人主管之多工適配，個人工作之多工適配對敬業貢獻的影響為最大。研究結果，也提供了關於同時多工研究進一步的理論與實務意涵。

Past research have found that polychronicity has dissimilar influences on job performance. Because performance is seen to be a function of the interaction between person & environment, the study investigates the effects of polychronicity fit between person & environment on job performance by the use of person-environment fit (P-E fit) perspective, & examines work engagement as a mediator of the relationship between polychronicity fit & job performance. Based on sample data from 318 supervisor-employee dyads in the military base unit, the results showed that polychronicity fit will positively affect the job performance by improving work engagement; that is, work engagement is a full mediator between polychronicity fit & job performance. By comparing the model chi-square difference, with respect to person-organization polychronicity fit & personsupervisor polychronicity fit, the effect of person-job polychronicity fit on work engagement is the strongest. Accordingly, further theoretical & practical implications are discussed.