2020-03-092024-05-18https://scholars.lib.ntu.edu.tw/handle/123456789/699545摘要：常見的過度工作表現多元，迄今仍缺乏統整的理論來引領系統性的研究發展。本計 畫採「動機理論」的視角，彌補既有研究對動機的忽視，梳理出過度工作行為背後 之個人能動性實踐及其決定利弊後果的動態過程。筆者綜整「價值與工作模型」 （Roe & Ester, 1999）及「自我決定論」（Deci & Ryan, 1985），以個人「自主- 受控取向」串連內/外在工作價值，視之為「自願」或「非自願」過度工作的動力 。筆者主張過度工作行為本身是中性的，最終決定工作結果好與壞、利與弊的其實 是行為背後迥異的動機。圖1所呈現的統合性理論為本計畫的實證研究提供了洞識 理解及假設驗證的基礎。在計畫中研究者將執行三項獨立研究，用質性訪談（研究一）來聚焦台灣員工 過度工作的多元體驗。再以量化研究系統性地檢驗「價值取向─工作價值─工作活 動」的動機主軸線（研究二），另以三階段縱貫研究來檢驗「工作活動─工作結果 」間的歷時關係（研究三）。本計畫整合理論發展與模式檢驗，創新地將個體的動 機調控歷程與組織研究連結，研究成果對組織管理將有重要意涵。<br> Abstract: Fueled by intensifying global competition and increasing job insecurity, work demands and job constraints, the emerging work behavior of “excessive availability for work” (hereafter EAW) is gaining attention from both researchers and practitioners worldwide. EAW is multi-faceted in nature, and encompasses behavioral manifestations such as long working hours (including overtime work), sickness presenteeism (SP), leavism, and teleworking (working on mobile devices outside the workplace and during off-time). The field currently suffers from lack of theoretical development to organize and guide systematic research. I thus introduce a motivational theoretical perspective on EAW to integrate different strands of research and to formulate directions for concerted efforts on the subject. My endeavor not only remedies the deficiency in considering the motivational aspect of EAW, but also explains the underlying psychological process of human agency. The agency sets motion the dynamic process actualizing both costs as well as benefits of EAW. I integrated the general model of values and work (Roe & Ester, 1999) with the self-determination theory (SDT, Deci & Ryan, 1985). In particular, I adopted the autonomous-controlled orientation of individual difference as the starting point, linking such general value orientations with intrinsic/extrinsic work values. These divergent work values then express themselves in the act of voluntary/involuntary EAW, motivated by the individual’s strive to satisfy basic human needs of autonomy, competency, and relatedness. These distinct motivations finally determine the good/bad work outcomes. This overarching theoretical framework (Figure 1) forms the basis for generating new insights and testing hypotheses in the proposed studies. Specifically, in the first-year project (Study 1), I will conduct in-depth interviews to help us to better understand the multi-faceted EAW phenomenon as embedded in the Taiwanese work environment. I will describe the dynamic motivational regulatory processes of EAW, using people’s own narratives (all paths in Figure 1). On the basis of new insights and understandings generated from the qualitative study, I will systematically examine pathways linking general values, work values, EAW motivations and behavior in a heterogeneous sample of Taiwanese employees (second-year project, Study 2). In the third- and fourth year projects (Study 3), I will adopt a three-wave panel design to examine pathways linking EAW motivations, behavior and work outcomes (Figure 2). This longitudinal study incorporates different time frames (3 months, 6 months, 9 months), to systematically examine the stability and variability of the “motivation behavior- outcome” relationships. This will provide more solid empirical evidence for the integrated theoretical framework in Figure 1. The thrust of this research is innovatively bridging motivational regulatory processes with organizational research. Findings will have important implications on HR management.過度工作動機調控歷程自主-受控取向內/外在工作價值自願/非自願過度工 作過度工作之好/不好後果excessive availability for work (EAW)motivational regulatory processautonomous-controlled orientationintrinsic/extrinsic work valuesvoluntary/involuntary EAWgood and bad EAW