DSpace community: 人力資源管理研究所

職場孤獨感與網路閒逛: 心理契約履行與組織承諾的序列中介作用;Workplace Loneliness and Cyberloafing: The Sequential Mediating Roles of Psychological Contract Fulfillment and Organizational Commitment

title: 職場孤獨感與網路閒逛: 心理契約履行與組織承諾的序列中介作用;Workplace Loneliness and Cyberloafing: The Sequential Mediating Roles of Psychological Contract Fulfillment and Organizational Commitment abstract: 有鑒於當今對網路的高度依賴，員工於工作時段從事非職務目的之網路活動，逐漸成為企業管理需要面對的現象。相較於過去多將?

The Impact of Relaxation Space Design on Employee Job Performance: The Mediation of Psychological Detachment and Resilience;The Impact of Relaxation Space Design on Employee Job Performance: The Mediation of Psychological Detachment and Resilience

title: The Impact of Relaxation Space Design on Employee Job Performance: The Mediation of Psychological Detachment and Resilience;The Impact of Relaxation Space Design on Employee Job Performance: The Mediation of Psychological Detachment and Resilience abstract: 在當今高科技產業長工時與高壓的工作情境下，員工時常面臨心理資源耗竭的挑戰。因此，如何透過辦公室環境協助員工有效恢復心理能量，已成為近年來企業高度重視的議題。本研究奠基於「努力-恢復模型（Effort-Recovery Model， ERM）」，旨在探究辦公室放鬆空間品質與工作績效間的關聯性，並檢驗心理抽離與復原力在其中所扮演的序列中介機制。本研究以新竹科學園區之高科技產業全職人員為研究對象，透過網路問卷進行資料蒐集，共計回收 280 份有效樣本。研究結果指出：（1）放鬆空間品質對工作績效具有顯著的正向影響；（2）放鬆空間品質會透過心理抽離與復原力的序列中介作用，進而提升工作績效；（3）值得注意的是，若員工僅在空間中達成心理抽離，而未進一步轉化為復原力，則對工作績效會產生局部的負向影響。綜合上述研究結果，本研究針對學術理論與實務管理提出具體建議，期望能為企業未來在規劃辦公室放鬆空間與制定員工休息制度時，提供具參考價值的方向。;Given the long working hours and high-stress environments in the high-tech industry， employees frequently experience psychological resource depletion. Therefore， helping employees effectively restore their mental energy through the office environment has become a crucial issue for modern enterprises. Based on the Effort-Recovery Model (ERM)， this study aims to explore the relationship between relaxation space quality and job performance， as well as to examine the serial mediating roles of psychological detachment and resilience. The study focused on full-time employees in the high-tech industry at the Hsinchu Science Park. Data were collected via an online questionnaire， yielding a total of 280 valid samples. The results indicated that: (1) relaxation space quality has a significant positive impact on job performance; (2) relaxation space quality enhances job performance through the serial mediation of psychological detachment and resilience; and (3) notably， achieving psychological detachment without subsequently restoring resilience has a temporary negative impact on job performance. Based on the above findings， this study provides specific theoretical and practical implications. The results are expected to offer valuable references for enterprises in designing office relaxation spaces and developing effective employee rest policies in the future.

高階管理團隊特質多樣性與企業生成式AI採用之關聯—以資訊準備度與環境波動性為調節變數;Diversity of Top Management Team Traits and Corporate Generative AI Adoption: Information Readiness and Environmental Volatility as Moderators

title: 高階管理團隊特質多樣性與企業生成式AI採用之關聯—以資訊準備度與環境波動性為調節變數;Diversity of Top Management Team Traits and Corporate Generative AI Adoption: Information Readiness and Environmental Volatility as Moderators abstract: 隨著生成式 AI (GenAI) 技術的快速更迭，其自動化內容生成與知識擴展潛力已成為企業價值創造的重點。然而，導入此類具高度不確定性的技術屬重大策略決策，高度仰賴高階管理團隊 (TMT) 的資源配置與風險評估。本研究整合高階梯隊理論 (UET) 與科技—組織—環境 (TOE) 框架，探討TMT特質多樣性 (性別、任期、職能與教育管理背景) 對企業採用GenAI程度之影響，並檢驗組織內部「資訊準備度」與外部「環境波動性」在決策過程中的調節角色。本研究採橫斷面設計，資料結合國科會「2024百工百業用AI調查」初級問卷與台灣經濟新報 (TEJ) 經理人數據，最終以203家台灣上市櫃公司為有效樣本進行分析。研究結果顯示，TMT多樣性對GenAI採用的影響並非單一線性關係。在主效應方面，具備低度職能多樣性的團隊對技術採用有顯著正向推力，顯示適度跨域背景有助於決策資訊互補，但過高的多樣性則因專業隔閡與認知負擔使影響趨於不顯著。此外，低度性別多樣性對採用程度具顯著負向抑制效果，反映出當團隊性別結構趨於傾斜時，易引發內外群體偏差。任期與教育背景多樣性則未達顯著水準。在調節效應方面，資訊準備度無法顯著調節TMT多樣性對決策的影響，顯示IT基礎設施僅為保健因素，若缺乏跨部門協作文化，純技術資源尚無法抵銷團隊摩擦。另一方面，環境波動性具部分負向調節作用；當外部環境劇烈變動時，高性別與高任期多樣性團隊易因社會分類效應形成情感斷層線，引發威脅僵化效應，使決策趨於保守並抑制GenAI 之採用。本研究補充了新興技術採用與TMT決策之理論缺口。實務上，建議企業在數位轉型初期應組建適度跨界的敏捷團隊，避免盲目追求高度多樣化。同時，企業應深化數據共享文化並強化決策收斂機制，以避免高多樣性團隊在動盪環境下因意見分歧而陷入決策癱瘓。;As Generative AI (GenAI) reshapes corporate value creation， its adoption remains a high-uncertainty strategic decision driven by the Top Management Team (TMT). Integrating Upper Echelons Theory (UET) and the Technology-Organization-Environment (TOE) framework， this study examines how TMT diversity—across gender， tenure， function， and education—influences GenAI adoption， while considering the moderating roles of internal "information readiness" and external "environmental volatility." Based on a sample of 203 Taiwanese listed companies， empirical results reveal that the impact of TMT diversity is non-linear. Specifically， low functional diversity positively drives adoption by facilitating information complementarity， whereas excessive diversity hinders decision-making due to cognitive load. Furthermore， low gender diversity significantly inhibits adoption breadth， likely due to in-group/out-group biases in skewed team structures. Tenure and educational diversity showed no significant effects. Regarding moderation， "information readiness" serves only as a hygiene factor and does not significantly mitigate the friction within diverse teams. Conversely， "environmental volatility" exerts a negative moderating effect; under high turbulence， teams with high gender and tenure diversity are prone to "faultlines" and the "threat-rigidity effect，" leading to conservative strategic choices and reduced GenAI adoption. This study addresses theoretical gaps in technology adoption and TMT decision-making. Practically， firms are advised to assemble "moderately cross-functional" teams during early transformation rather than pursuing extreme heterogeneity. Additionally， fostering a collaborative data culture and strengthening decision convergence is essential to prevent high-diversity teams from falling into paralysis under environmental pressure.

企業推動ESG政策與員工價值觀契合度對員工敬業度之影響;ESG Implementation Intensity and Employee Value Congruence: A Response Surface Analysis of Employee Engagement

title: 企業推動ESG政策與員工價值觀契合度對員工敬業度之影響;ESG Implementation Intensity and Employee Value Congruence: A Response Surface Analysis of Employee Engagement abstract: 由於員工敬業度與企業獲利能力具有高度關聯性，且ESG價值觀已逐漸成為個人決策的重要價值維度，如何透過提升員工與組織間之ESG價值契合以增進員工敬業度，已成為企業管理之重要議題。因此，本研究旨在探討員工ESG價值觀與企業落實ESG積極程度的契合程度對員工敬業度之影響，將知覺組織支持、團隊氣候、領導風格及人口統計變項做為控制變項，並採用多項式迴歸分析(Polynomial Regression Analysis)與反應曲面分析(Response Surface Analysis)進行假設驗證。本研究以台灣在職員工為研究對象，採用問卷調查法蒐集資料，共取得399份有效樣本。研究結果顯示：(1) 當員工對ESG重視程度與企業推動ESG積極程度一致時，員工敬業度低於員工對ESG重視程度與企業積極程度不一致的情況，該結果與原先假設相反；(2) 當員工對於ESG重視程度與企業推動ESG積極程度一致時，員工敬業度高於二者皆低的情況；(3) 當員工對於ESG重視程度與企業推動ESG積極程度不一致時，員工重視程度低且企業積極程度高情況下的員工敬業度高於員工重視程度高且企業積極程度低的情況。最後，本研究針對上述研究結果提出討論，並提供實務上與未來學術研究上的建議。;Given the strong association between employee engagement and organizational profitability， and the growing recognition of ESG values as a fundamental dimension shaping both individual and organizational decision-making， enhancing employee–organization ESG value congruence has become an increasingly important managerial issue. Accordingly， this study aims to examine the effect of congruence between employees’ ESG values and organizations’ ESG implementation intensity on employee engagement. Control variables include perceived organizational support， team climate， leadership style， and demographic characteristics. Polynomial regression analysis and response surface analysis were employed to test the hypotheses. The study collected survey data from employees in Taiwan， yielding 399 valid responses. The results indicate that: (1) when employees’ ESG values are congruent with organizational ESG implementation， employee engagement is unexpectedly lower than in incongruent conditions， contradicting the original hypothesis; (2) when both employees’ ESG values and organizational ESG implementation are high and congruent， employee engagement is higher than when both are low; and (3) under conditions of incongruence， employee engagement is higher when organizational ESG implementation exceeds employees’ ESG values compared to the reverse condition. Finally， this study discusses the theoretical and practical implications of these findings and provides suggestions for future research.