在這新冠肺炎(Covid-19)肆虐的時期，在2020前只是「替代選項」的遠距工作，突然間成為了炙手可熱的議題。對企業而言，遠距工作是保持企業產能且兼具防疫需求的選項；對員工而言，人手一台的平板或筆電讓遠距工作似乎沒有那麼的難以接受，但事實的確是如此嗎?

本研究整理相關文獻，舉列可能影響員工以遠距方式執行工作之因素進行分析與研討，探討遠距工作自我效能感、電腦使用自我效能感、工作期許、工作投入、工作多樣性、角色明確性、家庭參與程度或資訊安全的認知等因素是否會直接影響員工對於遠距工作的意願。本研究以網路雲端方式進行問卷調查，回收有效問卷共計144份。

研究結果顯示，「遠距工作自我效能感」及「電腦使用自我效能感」對於遠距工作的意願為正相關也就是說，相較於工作的內容或是工作與家庭間的角色，對於自身工作能力的判斷及工具運用的掌握程度，才是真正影響受訪者是否願意採取遠距工作方式進行作業的主要因素。

In this raging period of Covid-19, remote work, which is only an "alternative option" before 2020, has suddenly become a hot topic. For companies, remote work is an option to maintain the company’s production capacity and meet the needs of epidemic prevention; for employees, at the time everyone have a tablet or laptop at home, makes remote work seem less unacceptable, but is it true?
This research collates relevant literature, analyzes and discusses factors that may affect employees to perform work via remote work, and discusses telework self-efficacy, computer self-efficacy, work expectations, job involvement, task variety, role clarity, family involvement, cyber security awareness... will directly affect employees’ willingness to work remotely. In this study, a questionnaire survey was conducted on the Internet, and a total of 144 valid questionnaires were collected.
The result shows that “Telework Self-Efficacy” and “Computer Self-Efficacy” are correlated to the Preference Towards Telework.

論文審定書 i
論文公開授權書 ii
致謝 iii
摘要 iv
ABSTRACT v
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章 文獻探討 4
第一節 遠距工作自我效能感 4
第二節 電腦使用自我效能感 4
第三節 工作執行相關因素 5
第四節 角色明確性 5
第五節 家庭參與程度 6
第六節 資訊安全的認知 6
第七節 遠距工作意願 6
第三章 研究設計 8
第一節 研究架構 8
第二節 操作型定義及衡量方法 9
第三節 問卷架構 13
第四章 實證分析 15
第一節 樣本基本資料分析 15
第二節 項目分析-獨立樣本T檢定 22
第三節 信度分析 25
第四節 效度分析及研究構面相關分析 27
第五節 遠距上班意圖之分析 29
第六節 人口統計變數 33
第五章 結論與建議 54
第一節 結論 54
第二節 管理意涵與建議 55
參考文獻 57
問卷設計 60

一、 中文
林容璿，2015，主管發怒有用嗎？主管績效期待、主管-部屬社會關係因子及工作豐富化的角色
黃振雙，2018，企業員工對於網路資訊安全認知情況之研究-以友達光電為例，玄奘大學資訊管理學系
謝安田、蔡旻秀，2013，員工分紅與組織認同、工作投入之關係。北商學報第23期，民國102年1月，第19-43頁邱皓政, 量化研究與統計分析(2010)

二、 英文
Cynthia A. Thompson, Laura L. Beauvais, Karen S. Lyness. (1999). When Work–Family Benefits Are Not Enough: The Influence of Work–Family Culture on Benefit Utilization, Organizational Attachment, and Work–Family Conflict. Journal of Vocational Behavior, Volume 54, Issue 3, June 1999, Pages 392-415
Compeau, D., & Higgins, C. (1995). Computer Self-Efficacy: Development of a Measure and Initial Test. MIS Quarterly, 19(2), 189-211. doi:10.2307/249688
Cooke, R. A. & Rousseau, D. M. (1984). Stress and strain from family roles and work-role expectations. Journal of Applied Psychology, 69(2), 252-260. Global-Work-from-Home-Experience-Survey-Report-FINAL,2020.
Eriksson, E., & Petrosian, A. (2020). Remote Work - Transitioning to Remote Work in Times of Crisis (Dissertation). Department of Business Administration Master's Program in Management Degree Project, 30 Credits, Spring 2020
Felicia G. Lassk, Greg W. Marshall, David W. Cravens and William C. Moncrief. (2001). Salesperson Job Involvement: A Modern Perspective and a New Scale. The Journal of Personal Selling and Sales Management, Vol. 21, No. 4 (Fall, 2001), pp. 291-302.
Helena J Nortje. (2003). Information environment of the teleworker. Magister artium in information science in the faculty of arts at the rand afrikaans university.
HO Ming-chun何明真. (2003). Telework: An Alternative to the Nine-to-Five Work Week. The Chinese University of Hong Kong, June 2003
Jonathan I. Dingel, Brent Neiman. (2020), How many jobs can be done at home? Journal of Public Economics, Volume 189, September 2020, 104235.
Tien-Chen Chien. (2012), Computer self-efficacy and factors influencing e-learning effectiveness. European Journal of Training and Development Vol. 36 No. 7, 2012. pp. 670-686.
Magid Igbaria, Saroj Parasuraman, Michael K. Badawy. Work Experiences. (1994) Job Involvement, and Quality of Work Life among Information Systems Personnel. MIS Quarterly, Vol. 18, No. 2 (Jun., 1994), pp. 175-201.
Sardeshmukh, S. R., Sharma, D., & Golden, T. D. (2012). Impact of telework on exhaustion and job engagement: A job demands and job resources model. New Technology, Work & Employment, 27, 193–207.
Staples, D. S.，Hulland, J. S., & Higgins, C. A. (1999). A self-efficacy theory explanation for the management of remote workers in virtual organizations. Organization Science, 10(6), 758-776.
Van der Wielen, J. M., Taillieu, T. C., Poolman, J. A., & Van Zuilichem. (1993). Telework: Dispersed organizational activity and new forms of spatial-temporal co-ordination and control. European Work and Organizational Psychologist, 3, 145-162.
Wood, R., & Bandura, A. (1989). Social cognitive theory of organizational management. Academic Management Review, 14(3), 361-384.
Yogev, S.’& Brett, J. (1985). Patterns of work and family involvement among single and dualeamer couples. Journal of Applied Psychology, 70, 754-786.

三、 網路
EVOX易喂，2020，遠端辦公對企業和員工都有好處，你的公司準備好了嗎？
https://blog.evoxglobal.com/tw/news-trends/teleworking-benefits

中華民國統計資訊網，國民所得及經濟成長
https://www.stat.gov.tw/public/data/dgbas03/bs4/ninews/11005/news11004.doc

Global Work place Analytics.com (GWA), 2020, Global Work from Home Experience Survey Report.
https://globalworkplaceanalytics.com/whitepapers

Paul M. Brown., 2021, Cybersecurity Awareness and Technologies for Remote Work.,
https://paul-b-tech.com/research/remote-work.pdf