由於 2020 年初爆發傳染性新冠肺炎疫情，公司為了持續營運但又避免疫情擴 散及保護員工的健康安全，因此開始實施遠距工作模式，而這樣的現象也促成遠距 工作再次掀起熱潮。在過去雖然許多學者提出遠距工作所帶來之效益，然而卻也讓 員工面臨環境轉變與自我調適壓力，因此，本研究深入探討遠距工作對於工作敬業 與情緒耗竭之影響，藉由分析包括個人、工作與家庭、工作、以及組織等四個面向， 找出實體與遠距工作的主要差異而發展出研究模式與假說。並且，本研究認為遠距 工作者，其心理狀態應與實體工作有所不同，然而過去卻鮮有研究探討此觀點，因 此本研究也提出心理距離，做為個人面向的關鍵變項。根據分析結果顯示出，本研 究對工作敬業的解釋力達 37.6%，對情緒耗竭的解釋力高達 60.6%。

本研究進一步想暸解在不同的家庭狀態下，對於工作敬業與情緒耗竭是否有 不同的影響，因此將員工的家庭狀態分成兩類，分別為需與照顧者同住及未與需照 顧者同住兩類。根據分析結果顯示出，本研究針對需與照顧者同住對工作敬業的解 釋力達 55.3%，對情緒耗竭的解釋力高達 66.4%，而針對未與需照顧者同住對工作 敬業的解釋力達 31%，對情緒耗竭的解釋力高達 61.3%，也期望本研究成果能為學 術與實務界帶來貢獻。

The outbreak of the COVID-19 in 2020 has accelerated the trend toward telecommuting again because of businesses to continued operation but avoid the spread of the epidemic. However, teleworkers still face changes in environments and pressures of self-adjustment. Therefore, this study explores the impact of telecommuting on teleworkers’ work engagement and emotional exhaustion analyzed through four aspects which finds out main differences between face-to-face and telework including individual, work/home interface, job, and organization, and thus developing the model and hypotheses. Moreover, we argue that teleworkers’ psychological states will be different compared with working at office, but there have been rare studies mentioned in the past. Therefore, this study also proposes the psychological distance as a critical variable for the individual factor and hopes to contribute to the academic community and the industry. According to the analysis results, the explanatory of this study on work engagement is 37.6%, and the explanatory of emotional exhaustion is 60.6%.

This research further wanted to understand whether there are different effects on work engagement and emotional exhaustion under different family conditions. Therefore, the family status of employees was divided into two categories: one is living with caregivers another is not living with caregivers. According to the analysis results, the explanatory power of living with a caregiver to work engagement is 55.3%, and the explanatory of emotional exhaustion is 66.4%. The explanatory of not living with a caregiver to work engagement is 31%, and the explanatory of emotional exhaustion is 61.3%, and expected that the results of this research will contribute to the academic and practical fields.

致謝 I
中文摘要 II
英文摘要 III
圖目錄 4
表目錄 5
第一章 緒論 7
第一節 研究背景 7
第二節 研究動機 10
第三節 研究目的與問題 12
第四節 研究對象與範疇 12
第五節 研究流程 13
第二章 文獻探討 15
第一節 遠距工作 15
第二節 理論基礎 19
第三節 個人面向 21
第四節 家庭與工作相互作用面向 25
第五節 工作面向 29
第六節 組織面向 31
第七節 工作敬業 35
第八節 情緒耗竭 36
第三章 研究方法 39
第一節 研究模式 39
第二節 研究假說 41
一、個人面向 41
二、家庭與工作相互作用面向 42
三、工作面向 43
四、組織面向 45
第三節 變項操作型定義 46
一、工作敬業 46
二、情緒耗竭 47
三、心理距離 48
四、職家衝突 49
五、社會隔離 50
六、角色模糊 51
七、工作自主 52
八、組織規範 53
九、組織支持 54
十、人格特質 55
第四節 問卷設計與資料蒐集 56
一、問卷內容 56
二、研究對象 57
三、資料蒐集方法 57
第五節 資料分析方法與研究工具 58
第四章 資料分析 61
第一節 資料蒐集程序 61
第二節 樣本穩定性分析 62
第三節 敘述性統計分析 66
第四節 效度與信度分析 74
第五節 結構模式與假說檢定 86
第五章 結果討論與建議 103
第一節 研究發現與結果討論 103
第二節 研究結論 107
第三節 研究貢獻 109
第四節 研究限制與未來研究建議 110
參考文獻 113
附錄一 研究問卷 127

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