職場彈性在近年來受到相當程度的重視，尤其因為COVID-19流行疫情緣故，彈性工時及遠距工作皆被廣泛應用。員工生活在工作與家庭個人生活兩個領域之中，妥善的規劃在上班及下班後的生活安排，能滿足員工的心理需求，而能體驗心理幸福感。本研究的目的在應用自我決定理論來檢驗員工上班時的職場彈性、下班後的恢復體驗、員工抱持的工作家庭區隔偏好、及心理幸福感的關係。
本研究採用cross-sectional研究設計，收集問卷資料共計522筆，透過滾雪球抽樣法收集線上問卷213筆及紙本問卷309筆，主要收集問卷產業對象為製造業、醫療保健業、及教育研究業等。填答者中59.2%為女性，52%為已婚，有家庭照顧責任佔64.9%。平均年齡為39.9歲，87.5%有大學以上教育程度。本研究並進行樣本同質性分析、驗證性因素分析、描述性統計分析及相關分析、及迴歸分析。
研究結果顯示，職場彈性對心理幸福感有顯著的正向影響，恢復體驗會中介職場彈性及心理幸福感的正向關係。有關工作家庭區隔偏好的調節效果，原本的假設建議工作家庭區隔偏好會調節職場彈性、恢復體驗、及心理幸福感的中介關係，當工作家庭區隔偏好愈強時，中介關係愈強，假設未獲支持。經由補充分析分別進一步探討，工作家庭區隔偏好對中介關係的非線性調節效果，及研究變項在構面層次的中介關係及調節式中介關係。
本研究主張瞭解員工規劃職場彈性安排的心理需求，並結合上下班的生活體驗，整體考量員工上班時的職場彈性規劃，與下班後的恢復體驗，並採取適度的工作及家庭區隔偏好，對於員工的整體心理幸福感影響的重要性。

Due to the COVID-19 pandemic, workplace flexibility has become a critical issue. Drawing on the self-determination theory, the aim of this study is to investigate the relationship of workplace flexibility, recovery experience and psychological well-being, and the moderated effect of work-home segmentation preference.
This study adopted cross-sectional research design and collected 309 paper questionnaires and 213 online survey responses through snowball sampling. Among the 522 valid questionnaires recovered, 59.2% of the respondents were female, 52% were married, 64.9% had family responsibilities, the average age was 39.9 years, and 87.5% had at least a bachelor’s degree. Test of homogeneity, confirmatory factor analysis, descriptive statistical analysis and correlation analysis, and regression analysis were tested.
This study indicated a significant mediation relationship between workplace flexibility, recovery experience and psychological well-being, and work-home segmentation preference demonstrated a non-significant moderated effect on the mediation relationship. Further supplemental analyses were performed to explore possible relationships.
This research discusses the effect of personal psychological needs, and demonstrates the importance of overall work and personal life arrangements, and appropriate work-home segmentation preference for employee psychological well-being.

論文審定書 i
誌謝 ii
中文摘要 iii
Abstract iv
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 4
第三節 研究目的 7
第二章 文獻探討 8
第一節 職場彈性 8
第二節 自我決定理論與心理幸福感 14
第三節 恢復體驗 18
第四節 工作家庭區隔偏好 20
第五節 職場彈性與心理幸福感之關係 22
第六節 恢復體驗的中介效果 25
第七節 工作家庭區隔偏好的調節效果 29
第三章 研究方法 31
第一節 研究架構 31
第二節 研究對象及問卷資料收集程序 32
第三節 測量工具 34
第四節 分析方法 36
第五節 驗證性因素分析及構念效度分析 37
第六節 共同方法變異檢驗 40
第四章 資料分析與研究結果 41
第一節 樣本同質性分析 41
第二節 描述性統計分析及相關分析 43
第三節 假設驗證 45
第四節 非線性調節效果之補充分析 48
第五節 構面層次中介效果及調節式中介效果之補充分析 52
第五章 結論與建議 62
第一節 研究結果討論 62
第二節 理論貢獻 65
第三節 管理實務應用 68
第四節 研究限制及未來研究建議 69
第五節 結論 71
參考文獻 72
附錄 87

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