由於2020年初爆發新冠肺炎疫情，公司為了持續營運，遠距辦公成為現在工作的趨勢。然而遠距辦公面臨到員工環境轉變與適應力的問題，特別是遠距工作需要在家上班及使用ICT均造成工作上的巨大壓力，IT人員需要同時具備技術和業務知識，以更快速地解決問題並學習新技術以保持競爭優勢，因此，本研究採用JD-R模式為基礎架構，來探討遠距工作對情緒耗竭與工作不敬業之影響，藉由分析非資訊人員與資訊人員兩群人進行遠距工作的比較提出假說，遠距工作者進行工作要求及工作資源對工作不敬業與情緒耗竭比較，本研究利用專家判斷方法進行電子問卷發放，將蒐集完資料透過SPSS 26.0與Smart PLS 4.0進行分析。

根據結果發現「非IT人員」工作要求對於工作不敬業與情緒耗竭都高於「IT人員」，非IT人員進行遠距工作之工作要求，需要面對到家庭環境的影響及工作兩邊的壓力；而標準化迴歸權重係數比較，相較於「IT人員」，非IT人員對於職家衝突及科技學習較容易產生工作不敬業與情緒耗竭，也就是非IT人員在工作時間上需要花費更多時間解決職家衝突問題以及在科技方面的學習；本研究提出分析結果、實務貢獻與管理貢獻，幫助企業在進行遠距工作後減輕員工的情緒問題及工作不敬業的情況，進而改善遠距工作者工作情形。最後提出未來建議及限制，說明蒐集資料需要注意及對後續研究遠距工作有更一步的了解。

Due to the outbreak of the COVID-19 pandemic in early 2020, telework has become a prevailing trend for companies to sustain their operations. However, telework poses challenges to employees who are adapting to a new working environment. Working from home and using Information and Communication Technology (ICT) at the same time could create significant work-related stress. IT personnel, in particular, is required to possess both technical and business knowledge to swiftly address issues and catch up with new technology trends to maintain a competitive edge. Therefore, this study adopts the JD-R (Job Demands-Resources) model as the foundational framework to explore the impact of telework on emotional exhaustion and job disengagement. We propose hypotheses by comparing two teleworking groups , non-IT personnel and IT personnel, for job demands and job resources on job disengagement and emotional exhaustion. Data of the research is collected from electronic questionnaires via expert judgment method, and analyzed by SPSS 26.0 and Smart PLS 4.0.

Results show that the job demands for "non-IT personnel" are higher than those for "IT personnel" in terms of job disengagement and emotional exhaustion. Non-IT personnel engaging in telework faces the impacts from home environment and pressure from both work and family. Moreover, in terms of standardized regression weight coefficients, non-IT personnel are more susceptible to job disengagement and emotional exhaustion due to work-family conflict and technology learning. The result implies that non-IT personnel needs to spend more time on resolving work-family conflicts and learning technology. The study presents analysis results, practical contributions, and managerial implications to help businesses alleviate emotional issues and job disengagement among teleworkers to improve their working conditions. Lastly, future suggestions and limitations are proposed to highlight the need for cautious data collection and further understanding of telework in subsequent research.

致謝 I
摘要 II
英文摘要 III
目錄 V
表目錄 VII
圖目錄 IX
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的與問題 5
第四節 研究對象與範疇 6
第五節 研究流程 7
第二章文獻探討 9
第一節 遠距工作 9
第二節 資訊人員 11
2.1.1 資訊人員特性 11
第三節 「工作要求-資源」模式 12
2.3.1 工作要求 14
2.3.2 工作資源 19
第四節 情緒耗竭 21
第五節 工作不敬業 22
第三章 研究方法 25
第一節 研究模式 25
第二節 研究假說推論 26
第三節 變項操作型定義 29
第四節 問卷設計與資料蒐集 34
第四章 資料分析 35
第一節 資料蒐集 35
第二節 樣本穩定性分析 36
第三節 敘述性統計分析 41
第四節 效度與信度分析 49
第五節 多群組分析與假說檢定 61
第五章 結果討論與建議 75
第一節 研究結果與討論 75
第二節 研究結論 77
第三節 研究貢獻 78
第四節 研究限制與未來研究建議 80
參考文獻 83
附錄一 97

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