「科技使員工更幸福？」：工作要求－資源模式

“Does Technology Make Employees a Better Life?”－Job Demands-Resources Model

今日企業經營與科技息息相關，引進科技於提升員工效率已是營運常態，然而，科技會產生積極與消極並存的雙刃效應，創造組織績效的同時，若忽略員工科技壓力問題，結果恐怕會適得其反。隨著行動科技的普及，這些科技也成為組織要求員工加班的工具，意味著辦公室無限延伸，變相增加員工工時與工作量，使科技壓力的問題溢延至跨越組織邊界，對員工身心和情緒造成的負面影響更趨嚴重，因而削弱幸福厚度。因此，本研究主要探討工作要求、工作資源、科技壓力與員工幸福感之間的關係，並以受金融科技衝擊的金融業員工為研究對象，採便利抽樣方式發放問卷。本研究從26家企業回收405份有效問卷，並以AMOS軟體進行資料分析。研究結果顯示：一、工作要求（工作超載、工作家庭衝突、角色模糊、工作不安全感）對科技壓力有顯著正向影響；二、科技壓力對員工幸福感具有顯著負向影響；三、知覺組織支持對工作要求與科技壓力具有調節效果；四、心理抽離對工作要求與科技壓力不具有調節效果。最後，本研究提出總結：組織應關注員工科技壓力存在的問題，思考如何運用管理策略介入減緩員工科技壓力及其負面影響，進而提升員工幸福感。

Nowadays businesses and technologies are closely related, and the introduction of technologies can always improve organizational performances and employee productivities. However, technologies will produce a double-edged effect of positive and negative co-exist, while improving organizational performances, it could be problematic if the employees ignored technostress. Especially with the popularities of mobile technologies, these technologies also become tools for organizations require employees to work overtime, which means unlimited extension of the office hours and works to the employees. So that technostress overflow problems extend across organizational boundaries, and the mental and emotional negative impacts to the employees are severe, which decreases well-beings of the employees. Therefore, this study was to investigate the relationship between job demands, job resources, technostress, and well-beings of employees. Financial industry employees affected by the impact of technologies are the targets of this research, which conducts convenience sampling method to collect questionnaires. In this study, 405 valid questionnaires recovers from 26 companies, using SPSS and AMOS systems to perform data analysis. The results show: 1. job demands (work overload, Work-Home Conflict, role ambiguity, job insecurity) have a significant positive impact on technostress; 2. technostress have significant negative impact on employees well-being; 3. perceived organizational support have regulating effect between the job demands and technostress; 4. psychological pulled out does not have regulating effect between the job demands and technostress; Finally, the study concludes: Organizations should focus on the existing problems of technostress on employees, and should thinking about how to use management strategies to reduce the technostress and its effects in order to enhance the well-being of employees.