臺灣老人日間照顧服務從業人員職場疲勞之探究

A Study on Job Burnout among Elderly Day Care Professionals in Taiwan

本研究旨在探究臺灣老人日照單位從業人員職場疲勞的狀況，並透過「工作要求－資源」理論模型，瞭解工作要求、工作資源與個人人力資本、工作過度投入傾向對職場疲勞的效應。在分析362筆具完整資料的樣本後發現，日照單位從業人員的個人疲勞、工作疲勞高於全國受僱者的平均值，但對服務對象疲勞則是低於平均值。進一步的迴歸分析結果顯示，心理負荷與工作過度投入傾向是職場疲勞主要的預測因子；多數的工作資源有助於緩解職場疲勞，但個人人力資本與職場疲勞則無顯著的關連性；工作過度投入不僅提高職場疲勞的感受，同時也會抵銷工作資源所帶來的效益。本研究的發現可作為日照單位促進職場健康、提昇照顧品質，以及優化人力資源管理策略的參考。

This study aims to investigate the circumstances and correlates of jobburnout among social workers, caregivers and nurses in the elderly daycareindustry in Taiwan. Based on the Job Demands-Resources Model, weexplore the effects of job demands, job resources, and over-commitment towork on the degree of burnout. Data for examining the hypotheses drawnfrom a mail survey was conducted in 2014. The Chinese version of theCopenhagen Burnout Inventory (C-CBI) is employed to measure the extentof burnout. The results indicate that employees in the elderly daycareindustry have a higher degree of personal and work-related burnout, buthave a lower degree of client-related burnout than the national average.Psychological workloads and over-commitment to work exert significantinfluences on the degree of burnout. Job-related resources variables tendto ease workplace fatigue (except for the effects of work influence on the client-related burnout), however, human capital does not have a significanteffect on it. Over-commitment to work not only increases workplacefatigue, but also mitigates the benefits of job resources. Our findings canprovide policy implications for health promotion, care quality, and humanresource management strategies in elderly daycare services.