組織結構與工作倦怠關係之研究－以年齡為干擾變數

The Relationship between Organizational Structure and Job Burnout and Moderating Effect of Age

10.30163/BR.200206.0004

林英顏 (Ying-Yen Lin)

組織結構 ； 集中化 ； 工作倦怠 ； organizational structure ； centralization ； job burnout

文大商管學報

7卷1期（2002 / 06 / 01）

53 - 71

繁體中文

組織結構與工作倦怠間之關係是鮮少學者探討的主題。本研究旨在發現組織結構與工作倦怠間之關係。主要假設組織結構與工作倦怠呈現正向相關，並且假設年齡對組織結構與工作倦怠間造成干擾效果。以調查製造業之274名基層員工。研究結果發現，在控制影響工作倦怠的變數後，員工處在組織結構程度愈高的環境有較高的工作倦怠；而組織結構與工作倦怠關係間，在加入年齡干擾後呈現顯著相關，即在年齡低者，愈集中化的組織，員工之工作倦怠感愈高；但在年齡高者，組織結構對工作倦怠不具影響力。本研究亦發現，員工年齡較低、較高工作壓力、較低組織承諾、較低工作滿足會有較高的工作倦怠。

The relationship between organizational structure and job burnout was not often explored. The purpose of this study is to verify the relationship between those two variables. The main hypothesis which are organizational structure influence job burnout and the relationship are moderated by age. The sample included 274 employees by manufacture industry in Taiwan were mailed as the instrument of data collection. The data showed that the positive relationship between organizational structure and job burnout and the relationship are moderated by age. The younger, the more centralization workers have a higher job burnout. The study also found that young, strong job stress, less organization commitment and less job satisfaction have a higher job burnout.

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