職場疲勞狀況與工作過度投入之相關因素：以台北市36家職場受僱員工為例

Factors Associated with Workers' Burnout and "over-commitment to Work": A Survey among Employees of 36 Companies in Taipei City

10.6288/TJPH2008-27-06-02

葉婉榆(Wan-Yu Yeh)；鄭雅文(Ya-Wen Cheng)；陳美如(Mei-Ju Chen)；邱文祥(Allen Wen-Hsiang Chiu)

疲勞 ； 工作投入 ； 量表 ； 工作壓力 ； burnout ； commitment to work ； inventory ； work stress

台灣公共衛生雜誌

27卷6期（2008 / 12 / 01）

463 - 477

繁體中文

目標：探討受僱者的疲勞狀況與工作過度投入行為傾向之分佈與相關因素。方法：參考「哥本哈根疲勞量表」與「付出－回饋失衡模型」，發展職場疲勞量表，包括「個人疲勞」、「工作疲勞」、「服務對象疲勞」與「工作過度投入」四個面向；問卷也同時測量人口學（性別、年齡、婚姻與教育程度）與工作背景資料（職等、公司規模、工時、工作負荷、工作控制與就業不安定性）。調查對象為台北市36家職場共2891名男性與2704名女性受僱者，其中製造業佔41%，營造業佔7%，服務業佔52%。結果：應用複迴歸模型，控制個人、工作變項後，女性在「個人疲勞」(β=4.2)與「工作疲勞」(β=2.9)之得分顯著高於男性，「服務對象疲勞」(β=-3.2)得分顯著低於男性，而「工作過度投入」(β=0.1)則無顯著性別差異。在男女性中，年輕者的「個人」、「工作」、與「服務對象疲勞」得分均顯著高於年長者；但「工作過度投入」則以35~45歲青壯年族群的得分明顯高於35歲以下及45歲以上者。此外，每週工時54小時以上、工作負荷高、工作控制低、就業不安定性高者，在上述四個面向的得分均顯著較高。結論：本研究指出職場疲勞與工作過度投入的高危險族群，可作為職場健康介入策略之參考。

Objectives: This study was designed to investigate the distribution and correlates of workers' burnout and ”over-commitment to work”. Methods: Burnout status was measured using revised items from the Copenhagen Burnout Inventory (CBI), which includes 3 subscales (personal burnout, work-related burnout, and client-related burnout). The scale measuring over-commitment to work was modified from Siegrist's Effort-Reward Imbalance Questionnaire (ERI-Q). Also collected were socio-demographic characteristics (sex, age, marital status, and education) and work-related factors (employment grade, company size, working hours, work demands, job control, and job insecurity). A total of 2891 male and 2704 female employees from 36 worksites in Taipei city participated in this survey. Among them, 41% was in manufacturing, 7% was in construction, and the remaining 52% in service sectors. Results: After controlling for demographic and work-related variables in regression analyses, women had significantly higher levels of personal burnout (β=4.2) and work burnout (β=2.9) but significantly lower levels of client burnout (β=-3.2) and comparable levels of over-commitment to work (β=0.1) compared to men. Among both sexes, younger employees had significantly higher levels of burnout in all three subscales; however, the middle-aged group (aged 35~45) reported the highest levels of over-commitment as compared to other age groups. Longer working hours (≥ 54 hours per week), higher psychological work demands, lower job control, and job insecurity were found to be positively associated with scores on all four subscales. Conclusions: This study identified groups at high risk for burnout and over-commitment to work and provided directions for health promotion strategies in the workplace.

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