本研究的目的是瞭解工作狂特質與工作績效及特休使用行為的關係，並進一步探討不同類型的主管管理風格 (放任型與指導型)，是否會改變工作狂員工之績效與特休使用行為。本研究主要有三項突破，一是以某高科技業實際的績效評核結果為主，探討工作狂的不同向度，在系統化且有清楚績效評核的方式下，其績效評估結果是否有差異；二是以客觀的員工假勤紀錄為指標，釐清工作狂的各向度是否會影響員工請特休之意願；三是依據路徑–目標理論的觀點，探討不同領導行為對前述關係的調節效果。本研究採問卷調查法，以立意抽樣方式選取某高科技公司內的研發人員為研究對象，共收集有效網路問卷187份。層級迴歸分析的結果顯示，工作狂特質中僅內在趨迫向度與工作績效具有正向關聯性，而工作狂各向度均未與特休使用率有顯著關聯性，調節效果分析則顯示，當員工展現工作狂的內在趨迫特質時，若在放任型與指導型領導兩種主管領導行為的管理下，會有較高的特休使用率。本研究最後也針對工作狂研究與組織績效評估制度，提供實務管理者與學術研究者後續建議。

The current study aims to examine the relationship between workaholism, job performance, and annual paid leave taking behavior. Further, this study hypothesizes that leadership styles (directive and laissez-faire) amplifie the effects of workaholism on outcomes. The contributions of this study are (1) using the performance appraisal results in a high-tech company to test whether the different dimensions of the workaholism construct related to job performance, (2) exploring whether the workaholism dimensions related to objective employee attendance data and (3) drawing on the path-goal theory to build a model examining the moderating effects of leadership styles. This study tested those ideas in a purposive sample of 187 R&D engineers who are in a Taiwanese high-tech company filled out an online survey. Results of hierarchal regression analyses showed that there was a significant positive correlation between the drive to work of workaholic and job performance. However, the dimensions of workaholism were not related to annual paid leave taking. Moderation analyses supported that the interaction effect of workaholic’s drive and two leadership styles for annual paid leave taking. That is, when the supervisors are both directive and laissez-faire, their followers took more annual paid leaves. This study provides suggestions for performance appraisal and workaholic management for practical implications and future research directions.

論文審定書…………………………………………………………………i
中文摘要………………………………………………………….…………ii
Abstract…………………………….…………………………………….. iii
目錄………………………………………………………………………..... iv
圖次……………………………………………………………………....... vi
表次…………………………………………………………………….......vii
第 一 章 緒論......……………………………………………………. 1
第 二 章 文獻探討....……………………………………………… 3
第一節 工作狂的定義……………………………………………. 3
第二節 工作狂與工作績效的關係…….................... 4
第三節 工作狂與特休使用率的關係………………….... 8
第四節 領導風格的調節效果……………………………... 10
第 三 章 研究方法....………………………………………….... 13
第一節 研究程序與樣本…………………………………...... 13
第二節 研究工具………………………………………….……... 14
第三節 資料分析方法……………… ……………………...... 17
第 四 章 研究結果........……………………………………….. 19
第一節 因素分析……………………………………………….... 19
第二節 信度分析…………………………………………….…... 21
第三節 相關性分析……………………………...…………….. 22
第四節 層級迴歸分析……………………………………….... 24
第 五 章 結論與建議 …………………………………..……... 29
第一節 研究結果……………………………………..……....... 29
第二節 實務建議………………………………..…………....... 30
第三節 未來研究建議…………………………..………….... 31
參考文獻……………………………………………………….…..…. 33
附錄……………………………………………………………….……... 39

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