本研究旨在探討工作價值觀、職家平衡、職涯規劃與個人工作適配對員工主動加班意願的影響。隨著工作環境的快速變化，企業在招募人才時越來越重視員工的工作價值觀及其對公司文化的契合程度。在台灣，員工面臨的工時長度和工作壓力持續增加，因此深入了解加班意願的成因具有重要意義。

研究目的包括：探討工作價值觀對主動加班意願的影響；分析職家平衡在此關係中的中介作用；研究個人工作適配對職家平衡與主動加班意願間的調節影響；以及探討職涯規劃的調節作用。

本研究採用問卷調查法，針對台灣全職工作者進行便利取樣，最終回收217份有效問卷。量表顯示良好的可靠性，內部一致性信度均在0.77以上。
研究結果顯示，目的性工作價值觀對主動加班意願無顯著正相關，而工具性工作價值觀顯示顯著的負相關，表明員工在高壓環境下更重視即時回報。職家平衡未證實在工作價值觀與主動加班意願之間的中介效果，反映出特定高壓文化下，員工更注重工作成果。

職涯規劃未顯示顯著調節效果，提示傳統職涯觀點在當前靈活的職場環境中可能不再適用。相對地，個人工作適配顯著調節了職家平衡與主動加班意願的關係，強調了個人特質與工作環境匹配度對工作滿意度的影響。

本研究為企業人力資源管理提供新視角，特別是在提升員工個人特質與工作環境匹配方面，以促進員工的投入與滿意度。未來研究可進一步探討其他影響加班行為的潛在因素。

This study aims to explore the impact of work values, work-family balance, career planning, and personal job fit on employees' willingness to work overtime. With the rapid changes in the work environment, companies increasingly value employees' work values and their fit with corporate culture during recruitment. In Taiwan, employees are facing longer working hours and increasing work pressure, making it significant to understand the underlying causes of overtime willingness.

The objectives of this research include: investigating the influence of work values on willingness to work overtime; analyzing the mediating role of work-family balance in this relationship; studying the moderating effect of personal job fit on the relationship between work-family balance and overtime willingness; and exploring the moderating role of career planning.

This study employed a questionnaire survey method, targeting full-time workers in Taiwan through convenience sampling, ultimately retrieving 217 valid responses. The scales demonstrated good reliability, with internal consistency reliability above 0.77.

The results revealed that purpose-oriented work values did not show a significant positive correlation with overtime willingness, while instrumental work values indicated a significant negative correlation, suggesting that employees in high-pressure environments prioritize immediate rewards. Work-family balance was not confirmed as a mediating effect between work values and overtime willingness, reflecting that in certain high-pressure cultures, employees focus more on work outcomes.

Career planning did not show a significant moderating effect, indicating that traditional career perspectives may no longer apply in today’s flexible work environments. In contrast, personal job fit significantly moderated the relationship between work-family balance and overtime willingness, highlighting the importance of the fit between personal traits and the work environment in enhancing job satisfaction.

This research provides new insights for corporate human resource management, particularly in improving the match between employees' personal traits and their work environment to enhance employee engagement and satisfaction. Future research could further explore other potential factors influencing overtime behavior.

論文審定書i
中文摘要ii
Abstractiii
圖次 vii
表次 viii

第一章 緒論1
第一節 研究動機與背景1
第二節 研究目的2

第二章 文獻探討3
第一節 加班3
第二節 工作價值觀5
第三節 職家平衡8
第四節 職涯規劃12
第五節 個人工作適配14

第三章 研究方法18
第一節 研究架構18
第二節 研究假設19
第三節 研究對象19
第四節 研究工具20

第四章 研究結果25
第一節 樣本特性分析 25
第二節 各研究變項之結果分析29
第三節 各研究變項之相關分析31
第四節 職家平衡對工作價值觀與加班意願中介效果分析34
第五節 職涯規劃與個人工作適配之調節效果分析36
第六節 假設檢定小結39

第五章 研究討論與建議40
第一節 研究結果討論40
第二節 管理意涵42
第三節 研究限制43
第四節 未來研究與建議44

參考文獻45
附錄53

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