在混合工作的背景下，本研究透過 JD-R 理論探討員工生產力與幸福感之間的關係。本研究在 JD-R 理論的背景下調查了員工生產力與幸福感之間的關係。尤其它研究了混合工作安排中的工作需求和資源如何影響員工的生產力和福祉。 這些數據以線上問卷收集於在混合環境中工作的 563 名員工。此研究結果表明，工作需求和資源（與工作相關的因素）與員工成果（包括生產力和幸福感）之間存在統計上顯著的關係。此外，工作量增加和難以過渡到新的工作條件等工作需求被發現會對員工的工作效率產生顯著的負面影響。另一方面，工作資源，如日程安排的靈活性、工作自主性、清晰的溝通和組織支持，被發現會顯著影響員工的生產力和幸福感。這些結果對 JD-R 理論具有重要意義，強調在理解員工福利和生產力時需要考慮工作需求和資源。調查結果對公司也有實際意義，著重於為員工提供工作資源和減少工作需求以促進他們的福祉和生產力的重要性。

In the context of hybrid work, this study investigates the relationship between employee productivity and well-being through the JD-R theory. This study examined the relationship between employee productivity and well-being through the framework of the JD-R theory. In particular, it investigated how job demands and resources in hybrid work arrangements affect employee productivity and well-being. The data was collected from 563 employees who operate in a hybrid environment via an online survey. The results of the study indicate a statistically significant correlation between work-related factors from job demands and job resources, and employee outcomes, including productivity and well-being. In addition, job demands such as an increased workload and the difficulty of transitioning to new work conditions were found to have to negatively impact employee productivity significantly. On the other hand, job resources, such as schedule flexibility, job autonomy, clear communication, and organizational support, were discovered to impact employee productivity and well-being significantly. These findings have significant implications for the JD-R theory, highlighting the need to consider job demands and resources when comprehending employee well-being and productivity. The findings also have practical implications for organizations, highlighting the significance of providing job resources to employees and reducing job demands in order to promote their well-being and productivity.

Table of Contents
Letter of Validation i
Acknowledgement ii
Abstract (Chinese) iii
Abstract (English) iv
Table of Figures vii
Table of Tables viii
Chapter 1 Introduction 1
1.1 Introduction 1
1.2 Research Objectives 3
1.3 Research Outlines 4
Chapter 2 Literature Review 6
2.1 Definition of Hybrid Work 6
2.2 Benefits and Challenges of Hybrid Work 7
2.3. The Impact of Hybrid Work on Productivity and Employee Well-Being 12
2.4 Job Demand and Resource (JD-R) Theory Related to Hybrid Work 14
2.5 Conceptual Framework and Hypothesis 22
Chapter 3 Research Methodology 24
3.1 Research Design 24
3.2 Data Sampling and Collection 25
3.3 Data Analysis 26
Chapter 4 Results 28
4.1 Descriptive Statistic and Interpretation 28
4.2 Reliability Analysis 33
4.3 Correlation Analysis and Interpretation 34
Chapter 5 Discussion and Conclusion 42
5.1 Employee Productivity and Well-Being through JD-R Theory 42
5.2 Theoretical Implication 46
5.3 Managerial Implication 47
5.4 Limitations and Future Research Directions 47
References 49
Appendix 1 53
Appendix 2 56

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