臺灣博碩士論文加值系統

近年來因經濟不景氣，零工經濟盛行，加上受到疫情的影響，一人身兼多職
的現象更趨於普遍。斜槓族透過工作塑造有助於提升工作投入。因此，本研究旨
在探討斜槓族工作塑造、情緒智慧、社會支持及工作投入之相互關係與影響，並
探討情緒智慧與社會支持在工作塑造與工作投入關係之調節效果與中介效果。
本研究採問卷調查法，以 360 名斜槓族為研究對象。本研究發現斜槓族工作
塑造、情緒智慧與社會支持及工作投入均具有顯著相互正相關。另情緒智慧與社
會支持對工作投入及工作塑造具有顯著正向影響，且工作塑造對工作投入具有顯
著正向影響。再者，情緒智慧與社會支持在工作塑造與工作投入之關係具有部分
中介效果，但無顯著調節效果。最後本研究建議組織宜建立支持性工作環境，賦
予員工適當之工作彈性，及舉辦提升情緒智慧之課程。另建議斜槓族提升自我情
緒智慧與工作塑造之動機，進而增進斜槓族工作投入，及強化自我與組織競爭力。

關鍵詞：斜槓族、工作塑造、工作投入、社會支持、情緒智慧

In recent years, due to the economic downturn, the prevalence of odd jobs, and the
impact of the epidemic, it has become more common for one person to hold multiple jobs.
The slashies can improve their work engagement through job crafting. Therefore, this
study aimed to explore the interrelationships and effects of job crafting, emotional
intelligence, social support, and work engagement among the slashies, as well as to
investigate the moderating and mediating effects of emotional intelligence and social
support on the relationship between job crafting and work engagement.
This study was conducted by using a questionnaire survey with 360 slashies as the
subjects. The study found that the job crafting, emotional intelligence, social support, and
work engagement of slashies were all positively correlated with each other. In addition,
emotional intelligence and social support had a significant positive effect with work
engagement and job crafting and job crafting had a significant positive effect with work
engagement. In addition, emotional intelligence and social support partially mediated the
relationship between job crafting and work engagement, but they did not have a
significant moderating effect. Finally, this study suggests that organizations should
establish a supportive work environment, give employees appropriate work flexibility,
and organize courses to enhance emotional intelligence. It is also suggested that the
slashies should enhance emotional intelligence and motivation of the work crafting so as
to increase work engagement and strengthen the competitiveness of organizations and
the slashies

Key words: Slashies, Job Crafting, Work Engagement, Social Support, Emotional
Intelligence

摘要 i
誌謝 ii
目錄 iv
表目錄 vi
圖目錄 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究流程 6
第二章 文獻探討 7
第一節 斜槓族（Slashie） 7
一、斜槓之意涵 7
二、斜槓之常見工作類型 8
三、小結 9
第二節 工作投入（Work Engagement） 9
一、工作投入之意涵 9
二、 工作投入之相關模型 12
三、 工作投入之相關研究 12
四、 小結 13
第三節 工作塑造(Job Crafting) 14
一、工作塑造之意涵 14
二、工作塑造與工作再設計之相關 16
三、工作塑造之相關研究 18
四、小結 19
第四節 情緒智慧（Emotional Intelligence） 19
一、 情緒智慧之意涵 19
二、 情緒智慧之構面 22
三、 情緒智慧之相關研究 22
四、 小結 23
第五節 社會支持(social support) 24
一、 社會支持之意涵 24
二、 社會支持之構面 25
三、 小結 26
第六節 各項研究變項間之關係 26
第三章 研究方法 33
第一節 研究架構 33
第二節 研究假設 34
第三節 研究變項之操作性定義與研究工具 35
第四節 研究對象選擇與資料蒐集過程 44
第五節 量表信效度分析 45
第六節 資料分析方法 53
第四章 研究結果與討論 55
第一節 樣本特性分析 55
第二節 各變項之敘述統計分析 59
第三節 相關分析 61
第四節 迴歸分析 64
第五節 研究假設驗證 76
第六節 綜合討論 77
第二節 管理意涵 87
參考文獻 91
一、 中文部分 91
二、 英文部分 92

 
表目錄
表 1 工作投入定義彙整表 11
表 2 工作投入相關研究彙整表 12
表 3 工作塑造定義彙整表 16
表 4 工作塑造與工作再設計差異表 17
表 5 工作塑造相關研究彙整表 18
表 6 情緒智慧定義彙整表 21
表 7 情緒智慧相關研究彙整表 22
表 8 社會支持相關研究彙整表 25
表 9 工作塑造量表題目 36
表 10 工作塑造量表題目 39
表 11 社會支持量表題目 41
表 12 工作投入量表題目 42
表 13 樣本回收表 44
表 14 變項「工作投入」之KMO係數與Bartlett檢定 46
表 15 工作投入之信效度分析 46
表 16 變項「工作塑造」之KMO係數與Bartlett檢定 47
表 17 工作塑造之信效度分析 48
表 18 變項「情緒智慧」之KMO係數與Bartlett檢定 49
表 19 情緒智慧之信效度分析 50
表 20 變項「社會支持」之KMO係數與Bartlett檢定 51
表 21 社會支持之信效度分析 52
表 22 基本特性分析 57
表 23 工作投入描述性分析彙整表 59
表 24 工作塑造各構面描述性分析彙整表 59
表 25 情緒智慧各構面描述性分析彙整表 60
表 26 社會支持各構面描述性分析彙整表 61
表 27 相關分析 63
表 28 工作塑造對工作投入之迴歸分析摘要 64
表 29 情緒智慧對工作塑造之迴歸分析摘要 65
表 30 社會支持對工作塑造之迴歸分析摘要 66
表 31 情緒智慧對工作投入之迴歸分析摘要 67
表 32 社會支持對工作投入之迴歸分析摘要 68
表 33 情緒智慧對工作塑造與工作投入之調節效果 69
表 34 社會支持對工作塑造與工作投入之調節效果 71
表 35 情緒智慧對工作塑造與工作投入之中介效果 73
表 36 社會支持對工作塑造與工作投入之中介效果 74
表 37 研究假設彙整表 76

 
圖目錄
圖 1 研究流程圖 6
圖 2 情智慧緒概念圖（Salovey＆Mayer，1990） 20
圖 3 研究架構圖 33

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