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台灣公共衛生雜誌 ScopusTSSCI
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| 篇名 | 台灣公私部門受僱者僱用方式和職場疲勞狀況的相關性 |
|---|---|
| 卷期 | 30:3 |
| 並列篇名 | Association of employees’ types of employment and their burnout status in the public and private sectors in Taiwan |
| 作者 | 湯家碩 、 葉婉榆 、 劉梅君 、 蔡宗宏 、 徐儆暉 |
| 頁次 | 230-244 |
| 關鍵字 | 僱用方式 、 非典型僱用 、 工作壓力 、 疲勞 、 台灣 、 employment type 、 atypical employment 、 work stress 、 burnout 、 Taiwan 、 Scopus 、 TSSCI |
| 出刊日期 | 201106 |
中文摘要
目標：了解國內不同僱用方式(長期、非長期受僱)工作者的人口社會背景和工作特性差
異，並探討在公、私部門中，受僱者僱用方式和疲勞程度的相關性。方法：運用勞委會2007
年全國受僱者調查進行分析，樣本共17,016人，疲勞以「職場疲勞量表」中的「個人疲勞」與
「工作疲勞」兩個分量表來測量。問卷也詢問人口學與工作背景、家庭照顧負荷等。結果：台
灣受僱者有23.6%處於約聘、外包、人力派遣等的非長期僱用模式；在私部門中非長期受僱者
比長期受僱者年齡較長，教育程度和職等較低，個人疲勞和工作疲勞指數均高於長期受僱者；
在公部門中的長期、非長期受僱者年齡分佈和私部門不同，且兩者疲勞程度差異較不明顯；運
用複迴歸模式將個人、工作變項納入控制後，結果仍然類似。結論：台灣私部門中非長期受僱
者其工作條件比長期受僱者較為不利，並面臨較高心理壓力與職場疲勞的風險；然而公部門對
彈性勞動的人力運用和私部門有相當不同的考量，僱用方式和疲勞狀況的相關性不若私部門明
顯。
英文摘要
Objectives: This study was designed to investigate differences in social distribution and job characteristics between non-permanent and permanent workers and the association of type of employment and burnout in the publ ic and private sectors in Taiwan. Methods: A national survey of 17016 employees was conducted by the Council of Labor Affairs in 2007. The status of personal burnout and work-related burnout was measured by an occupational burnout inventory.Also assessed were demographicbackgrounds, job characteristics and family care workloads.Results: In 2007 Taiwan, 23.6% of employees were in non-permanent employment such as contract-based, outsourced or agency workers. In the private sector, non-permanent employees were found to be older, less educated and in lower employment grades than permanent employees.Compared with permanent workers, higher personal and work burnout scores were also found among non-permanent employees in the private sector. In the public sector, the distributions of ages and employment grades of permanent and non-permanent workers were different, but there was no significant difference in burnout scores between them. Our results remained the same in multivariate regression models even after adjusting for demographics, family, and work-related
variables. Conclusions: Our results showed that non-permanent employees in the private sector had worse work conditions and faced greater psychosocial stress and risks for burnout. The use of flexible labor resources might be different between the public and private sectors, so that the association between type of employment and burnout in the public sector was not as significant as it was in private sector enterprises.