台灣勞動者的工作疲勞與轉換: 從業身分與工作內容的影響

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Title:	台灣勞動者的工作疲勞與轉換: 從業身分與工作內容的影響
Other Titles:	Work Burnout and Job Switch in Taiwan: The Impacts of Employment Status and Work Conditions
Authors:	楊嘉恩 Yang, Chia-En
Contributors:	王維邦 Wang, Wei-Pang 社會學系
Keywords:	工作內容;從業身分;工作轉換;工作疲勞 Work Conditions;Employment Status;Job Switch;Work Burnout
Date:	2015
Issue Date:	2015-12-24T03:29:20Z (UTC)
Abstract:	為了呼應近年來逐漸增加的工作過勞與失業之相關討論，本研究以從業身分為出發角度，探究從業身分是否經由不同的工作內容（工作穩定性、工作時數與工作控制）而造成工作疲勞與工作轉換上的系統性差異。本研究使用台灣社會變遷基本調查五期一次「工作與生活組」問卷，並以具有工作身分的1,285位受訪者為分析對象。藉由描述性統計與多元迴歸分析，有以下主要發現：首先，各從業身份間具有顯著的工作疲勞差異，自雇者為工作疲勞程度最低的從業身份，非典型受雇者、定期契約受雇者、老闆階級、私部門長期受雇者等則居中，而公部門長期受雇者的工作疲勞程度則為最高。第二、不同從業身份之工作內容（工作穩定性、工作時數、工作控制等）確實具有顯著差異，但這些工作內容變項僅對從業身份與工作疲勞的關連提供部分中介效果。三、非典型受雇者轉換工作的意願最高，私部門長期受雇者與定期契約受雇者則居中，公部門長期受雇者、自雇者、老闆階級則最不願意換工作。四、不同年齡組對於工作轉換的意願不同：青年組（19~35歲）工作轉換意願最高，而在青年組內影響工作轉換意願的因素為工作穩定性與工作疲勞。中年組（36~50歲）工作轉換意願居中，中年組內影響工作轉換意願的因素亦為工作穩定性與工作疲勞。中老年組（51歲以上）之工作轉換意願最低，在中老年組內影響工作轉換意願的因素主要為工作量不足以及工作疲勞。綜合以上的結果，本研究認為臺灣勞動者面臨著魚與熊掌無法兼得之困境：較不疲勞但工作穩定性低的工作（例如自雇者），或是選擇工作穩定但卻疲勞程度較高的工作（例如公部門長期受雇者）。 Although the influence of work burnout and work instability has merited more and more attention, much less sociological studies have discussed its related patterns in Taiwan. Hence, this study aims to shed the light on the impacts of employment status on work burnout and work switch. By using data (1,285 respondents with jobs) from the 2005 Work and Life module of Taiwan Social Change Survey (TSCS), the following major findings are presented. First of all, the levels of work burnout significantly vary among people with different employment statuses. Self-employed people display the lowest level of work burnout; non-standard employees, contract employees, capitalists, and private sector employees show the intermediate level of burnout; while public sector employees exhibit the highest level of burnout. Secondly, the association between employment status and burnout are slightly mediated by the differences of work conditions (such as job security, working hours, and work control) among people with different employment statuses. Thirdly, employment status is also related with the attitudes toward job switch. For instance, non-standard employees have the strongest intention to change their jobs. Lastly, the levels and reasons to switch job differ across three age groups. The youngest group (aged 19 to 35 years) is more likely to plan change jobs for job security and less work burnout. The middle-aged group (aged 36 to 50 years) plans to change jobs for similar reasons. The elderly group (aged over 51 years) is less likely to switch jobs but may plan to switch jobs for more workload.
Appears in Collections:	[社會學系所] 碩博士論文

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