近年工作環境和員工關懷的議題備受重視，包含科技快速的演進使得工作與生活平衡之界線更加模糊、新世代員工更加重視工作與生活間的平衡、後疫情時代讓人重新思考工作時數及工作距離的限制。依據台灣勞動部2023年的統計數據，近一年內有加班者占了42%、平均每月延長工時為15小時，而且超過25%的工作者在下班後曾接獲公司以電話、網路、應用程式等方式交辦工作，平均每個月實際執行工作時數為4.7小時，相較去年數據增加了0.1小時。工作時數是判斷工作生活平衡的重要依據之一，不過工作時數卻不一定能夠準確測量工作者實際上的工作狀況。Hsu和Li（2022）的「準時下班（get off work on time）」量表測量了工作者的準時離開公司、不以傳訊息或接電話的方式加班、以及不透過強制性活動加班的程度，比單純評估平均時數更精準地定義工作者的上班狀況。
依據邊界理論及疆域理論，工作與生活邊界的強弱可以用心理、空間、及時間三種邊界來定義，本研究欲以心理邊界探討準時下班及工作與生活平衡之間的關係。再者，努力-恢復理論指出，從工作中受到的疲憊、壓力或其他負面影響可以透過恢復得到改善，於是本研究分析工作恢復中的心理抽離在準時下班與工作與生活平衡模型中的中介效果。另外，此研究認為就算公司或部門有準時下班的政策或組織氣候，員工本身的心理狀態或許會影響到準時下班的效果，故進一步調查工作反芻思考在模型中的干擾效果。
最終本研究發現：（1）心理抽離可以中介準時下班和工作生活平衡的關係；（2）問題解決思考可以調節準時下班與心理抽離間的關係，當問題解決思考的程度越高時，準時下班與與心理抽離間的關係會越弱；情感性反芻思考在關係中並無干擾效果。

There has been increasing attention to the issues of work arrangement and employee well-being in recent years. This includes the blurring of work-life boundaries due to rapid technological advancements, the growing emphasis on work-life balance among the new generation of employees, and a reflection on working hours and work distance limitations in the post-pandemic era. According to the 2023 statistics from the Ministry of Labor Republic of China (Taiwan), within the past year, 42% of workers have engaged in overtime, with an average monthly extension of working hours by 15 hours. Furthermore, over 25% of laborers have received work assignments from their organizations after regular working hours through methods such as phone calls, online platforms, and mobile applications. The average monthly actual working hours have totaled 4.7 hours, marking a 0.1-hour increase compared to the previous year's data. Working hours are key factors in assessing work-life balance, but they may not accurately capture the actual working conditions of individuals. To address this, Hsu & Li (2022) developed the "get off work on time (GOWOT)" scale, which provides a more precise assessment of employees' work conditions by measuring the three subdimensions, including leaving on time, not being assigned tasks through communication devices after work, and not being required to participate in compulsory activities after work.
Building on the border theory and boundary theory, which suggests that people have psychological, physical, and temporal borders that define the strength of their borders between work and life, this study aimed to discover the connection between getting off work on time and work-life balance from a psychological border perspective. Additionally, the effort-recovery theory highlights the significance of recovering from fatigue, stress, and negative effects in the workplace. In line with this, the study assessed the role of psychological detachment, which is a topic of noteworthy attention in work recovery research, as a potential mediator in the connection between getting off work on time and work-life balance. Furthermore, the study acknowledged that organizational policies and climates promoting timely departure from work may not be effective if employees' psychological states are not taken into account. Therefore, this research explored the moderating effect of work-related rumination.
This study discovered that: (1) psychological detachment mediated the correlation between getting off work on time and work-life balance; (2) problem-solving pondering acted as a moderator in the relationship between getting off work on time and psychological detachment such that the relationship was weaker when the extent of problem-solving rumination was higher; however, affective rumination did not have a moderating effect on this relationship.

論文審定書……………………………………………………………………… i
摘要……………………………………………………………………………… ii
Abstract………………………………………………………………………… iii
1.Introduction………………………………………………………………… 1
2.Literature review…………………………………………………………5
2.1.Get off work on time (GOWOT)……………………………… 5
2.2.Work-life balance………………………………………………6
2.3.Border theory and boundary theory ……………………………8
2.4.Psychological detachment as the mediator in the relationship between GOWOT and work-life balance ………………………………9
2.5.The moderating role of work-related rumination ………………11
3.Methodology…………………………………………………………………14
3.1.Hypothesized model……………………………………………14
3.2.Participants and procedure………………………………………14
3.3.Data analytic strategies…………………………………………15
3.4.Measures…………………………………………………………17
4.Results………………………………………………………………………20
4.1.Descriptive statistics and correlation analysis…………………20
4.2.Structural equation model (SEM)………………………………20
4.2.1.Mediation effect………………………………………………20
4.2.2.Moderating effects……………………………………………23
4.2.3.Supplement analysis: moderated mediation effect……………24
4.3.Results of research hypotheses testing…………………………25
5.Discussion…………………………………………………………………27
5.1.Theoretical implications…………………………………………27
5.1.1.The mediating role of psychological detachment on GOWOT and work-life balance …………………………………………27
5.1.2.The moderating effect of work-related rumination on GOWOT and work-life balance……………………………………………28
5.1.3.Supplement analysis: moderated mediating effect of problem-solving pondering ……………………………………………29
5.2.Practical implications……………………………………………30
5.3.Limitations and directions for future research…………………31
Reference………………………………………………………………………34
Appendix A……………………………………………………………………43
Appendix B………………………………………………………………………46
 
List of Figures
Figure 1. Model of Hypotheses …………………………………………………14
Figure 2. Result of Structural Equation Model (Direct Effect)…………………22
Figure 3. Interaction Term of Problem-Solving Pondering and Getting Off Work On
Time on Psychological Detachment…………………………………24
Figure 4. Interaction Term of Problem-Solving Pondering and Getting Off Work On
Time on WIPL through Psychological Detachment…………………25

 
List of Tables
Table 1. Demographic of Study Sample ………………………………………16
Table 2. Means, standard deviations, and correlations among the variables……21
Table 3. Structural Path of Structural Equation Model…………………………22
Table 4. Coefficient for Interaction Terms (Affective Rumination)……………23
Table 5. Coefficient for Interaction Terms (Problem-Solving Pondering)………23
Table 6. Results of Research Hypotheses Testing……………………………26
Table 7. Independent Sample t-test of Gender.…………………………………43
Table 8. Independent Sample t-test of Marital Status……………………………43
Table 9. ANOVA of Educational Level…………………………………………44
Table 10. ANOVA of Working Tenure…………………………………………44
Table 11. ANOVA of Working Hours…………………………………………45
Table 12. ANOVA of Job Position………………………………………………45

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