科技進步為企業帶來不少便利性，使工作者可以隨時掌控工作進度、提高效率與產能，卻也增加員工在下班時間收到工作任務訊息的可能性，導致無法適當的休息，逐漸演變成變相加班的工具。本研究以工作要求–資源模式的觀點，探討非工作時間之工作要求即時通訊對工作敬業的負向影響，以及工作特性的調節效果。本研究樣本以台灣的全職工作者為研究對象，以便利抽樣法回收630份有效問卷，並以迴歸分析進行假設驗證。研究結果顯示，非工作時間之工作要求即時通訊對於工作敬業有負向影響，且技能多樣性會減緩非工作時間之工作要求即時通訊對工作敬業的負向影響。此外，本研究也發現技能多樣性、工作完整性、工作重要性、工作自主性及工作回饋性對於工作敬業有正向影響。根據研究結果，建議組織與主管應減少在非工作時間交付工作給員工的頻率，並且適時的關心員工的工作狀態、建立良好的教育訓練培訓制度，以提升員工的工作特性與工作敬業。

Technological progress brings a lot of convenience to enterprises. It allows employees to control the work progress at any time, which improves efficiency and productivity. However, it may also make the employees receive tasks during non-working hours, resulting in the inability to take a proper rest. In this study, the Job Demand-Resources model is applied to explore the negative impact of the instant messaging of job demands during non-working hours on the work engagement. This study also investigates the moderating effect of job characteristics on the relation between them. The samples in this study are from full-time workers in Taiwan, and 630 valid questionnaires are collected by convenience sampling. After receiving data, regression analysis is used for data analysis. The results show that the instant messaging of job demands during non-working hours negatively affects the work engagement of employees, and the skill variety helps to slow down the negative relation between instant messaging of job demands during non-working hours and work engagement. Moreover, this study finds that skill variety, task identity, task significance, task autonomy, and task feedback positively affect work engagement. According to the study results, it is suggested that organizations and supervisors should reduce the frequency of delivering work to employees during non-working hours, take care of the working status of employees, and establish an employee training system to improve employees' job characteristics and work engagement.

第一章　緒論 1
第一節　研究背景與動機 1
第二節　研究目的 3
第三節　重要名詞釋義 4
第二章　文獻回顧與假設發展 5
第一節　非工作時間之工作要求即時通訊 5
第二節　工作敬業 10
第三節　工作特性 19
第四節　非工作時間之工作要求即時通訊對工作敬業的影響 24
第五節　工作特性對非工作時間之工作要求即時通訊對工作敬業影響的調節效果 26
第三章　研究方法 31
第一節　研究架構與假設 31
第二節　研究對象與施測程序 32
第三節　研究工具 35
第四節　資料分析方法 37
第四章　研究結果 39
第一節　量表檢驗 39
第二節　描述性統計與相關分析 48
第三節　假設驗證 51
第四節　結果討論 53
第五章　結論與建議 57
第一節　研究結論 57
第二節　理論與實務意涵 58
第三節　研究限制與未來研究建議 60
附錄一　各題項之項目分析與信度分析 71
附錄二　問卷初稿（專家學者修訂） 73
附錄三　正式問卷調查 91

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