雖然遠距工作並非新興的工作模式，但因應新型傳染病毒的爆發，許多企業被迫實行遠距工作，相對於傳統進辦公室工作的模式，企業最大的挑戰在於工作實體環境的改變後，對員工產生的影響及後續衍生的管理議題。
本研究以員工的工作敬業度為出發點，來探討工作敬業度如何影響員工選擇遠距工作的意願，並進一步了解工作績效資訊特性、主管的領導行為如何藉由員工工作敬業度對員工選擇遠距工作意願產生影響。
本研究以在職者作為主要研究施測對象，以二階段的方式發放研究問卷，經樣本配對後，有效可分析樣本問卷共209份。結果顯示：
一、員工工作敬業度與員工遠距工作意願呈現負向顯著關係。
二、員工工作敬業度會中介績效資訊特性與遠距工作意願之關係。
三、越高倡導導向的領導行為會降低工作績效資訊與工作敬業度的正向關係。
四、越高關懷導向的領導行為會增強工作績效資訊與工作敬業度的正向關係。

本研究並依據研究結果提出實務管理意涵及建議。

Due to the outbreak of a new type of infectious virus, many companies are forced to make temporary work from home arrangement. Compared with the mode of working in an office, the biggest challenge for companies will be the influence on the employees and management issues after the physical environment of work changes.
This study starts from employees' work engagement to understand how it affected on the employees' willingness to choose work from home. The core topic of the study is to understand how relationship between performance information, supervisor's leadership behavior and employee work engagement and how are they affecting on employees' willingness to choose work from home.
This study conducted surveys as two distinct periods by convenience sampling on the working people of Taiwan. After the samples were collected, there were 209 valid matching surveys. The results of this study shown: (1) Employees’ work engagement negatively affect the employer’s willingness of working from home. (2) Employees’ work engagement will mediate the relationship between performance information and the employer’s willingness of working from home. (3) The higher initiation of structure of leading behavior will reduce the positive relationship between performance information and employees’ work engagement. (4) The higher consideration leading behavior will enforce the positive relationship between performance information and employees’ work engagement.
This study also provides theoretical contributions and management implications based on the results.

論文審定書 i
論文公開授權書 ii
中文摘要.... iii
Abstract....... iv
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第二章 文獻探討 6
第一節 遠距工作 6
第二節 工作敬業度與遠距工作 10
第三節 績效資訊特性與工作敬業度 14
第四節 領導行為的調節效果 18
第三章 研究方法 21
第一節 研究架構與假設 21
第二節 資料分析 22
第三節 研究對象與施測程序 23
第四節 研究工具 24
第四章 研究結果 30
第一節 樣本敘述性統計 30
第二節 相關性分析 32
第三節 假設檢定 34
第四節 結果摘要 37
第五章 討論與建議 38
第一節 研究結果與討論 38
第二節 管理意涵 43
第三節 研究限制與未來研究建議 46
參考文獻.... 47
附錄-研究問卷-第一階段 54
附錄-研究問卷-第二階段 57
 

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