由於COVID-19爆發，許多組織選擇以遠距在家工作的形式來維持組織的運行，突如其來的改變，除了讓組織與工作者之間的協作方式改變，工作者的工作與生活領域資源分配也面臨了挑戰，若員工有足夠的希望感，則能夠度過難關，甚至為組織創造價值。本研究旨在了解在疫情當中，遠距在家工作者的知覺組織支持與希望感之間的關聯性，以工作與生活平衡作為中介變項，並且以ICT資訊通信產業員工為主要研究對象。本研究採取問卷調查法，以COVID-19疫情期間開始遠距在家工作的ICT資訊通信科技產業之工作者做為調查對象，本研究收集問卷期間為111年8月26日至111年9月26日，共收集441份問卷，剔除不符合條件之問卷後，共有366份問卷為符合研究條件，回收問卷使用率為82.99%。以描述統計分析ICT產業員工在家工作期間，知覺組織支持、希望感、工作生活平衡之整體情形；以單因子變異數分析探討ICT產業員工的不同背景變項（生理性別、年齡、婚姻狀況、職業、工作年資、因疫情開始遠距工作的時間）在知覺組織支持、希望感與工作生活平衡之間的差異；最後以Pearson績差相關、迴歸分析來探究此三個變項之間的相關與預測情形。
本研究發現如下：
（一）知覺組織支持與希望感呈顯著正相關（β= 0.401）。
（二）知覺組織支持與工作生活平衡呈顯著正相關（β= 0.380）。
（三）工作生活平衡程度與希望感之間呈顯著正相關（β= 0.450）。
（四）工作與生活平衡在知覺組織支持與希望感間具有中介效果。
依據研究結果，提出本研究之實務建議，建議組織重視員工在家工作時的知覺組織支持、工作生活平衡，以及提升其希望感，進而能在疫情動盪的環境中維持良好的組織運營。

Due to the outbreak of COVID-19, many employees were working from home to keep their organizations operating. The way of collaboration between corporates and employees must be changed in order to adapt to this situation. In addition, the work-life balance of employees was also facing challenges. Thus, this study elaborated the relationship between perceived organization support and hope among the teleworking employees during the COVID-19 pandemic, work-life balance acted as mediator. Through the questionnaire survey from August 26, 2022 to September 26, 2022, the author gathered 411 samples, with 366 pieces of validated data. The surveyed objects were those who worked in ICT (Information and Communications Technology) industry and performed the work remotely owing to the COVID-19 pandemic. Furthermore, the descriptive statistics was introduced with three variables: perceived organizational support, hope, and work-life balance. One-way ANOVA was also utilized to explore the differences in perceived organizational support, hope and work-life balance for those ICT industry employees having different background variables (gender, age, marriage status, occupation, seniority, the work-from-home duration). Moreover, Pearson correlation and regression analysis were conducted to analyze the correlation and predict the behavior of three variables.
This study obtained the findings underneath:
(1) There was a significant positive correlation between perceived organizational support and hope (β = 0.401).
(2) There was a significant positive correlation between perceived organizational support and work-life balance (β= 0.380).
(3) There was a significant positive correlation between work-life balance and hope (β= 0.450).
(4) Work-life balance had a mediating effect between perceived organizational support and hope.

Based on the findings, this study supposed the companies shall put more emphasize on employees' perceived organizational support as well as work-life balance, and ignite their hope during the work-from-home period. As a consequence, companies would be able to preserve smooth operations even though in the pandemic.

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　名詞釋義…………………………………………………………………4
第二章 文獻探討……………………………………………………………………7
第一節　遠距工作與相關研究……………………………………………………7
第二節　知覺組織支持定義與相關研究………………………………………..11
第三節　希望感理論與相關研究………………………………………………..14
第四節　工作生活平衡定義與相關研究………………………………………..17
第五節　知覺組織支持、希望感和工作與生活平衡的相關研究……………..20
第三章 研究方法…………………………………………………………………..23
第一節　研究實施程序…………………………………………………………..23
第二節　研究架構與假設………………………………………………………..25
第三節　研究參與者……………………………………………………………..27
第四節　研究工具………………………………………………………………..28
第五節　資料處理與分析………………………………………………………..39
第四章 研究結果…………………………………………………………………..41
第一節　描述性統計……………………………………………………………..41
第二節　差異分析………………………………………………………………..44
第三節　相關分析………………………………………………………………..47
第四節　假設驗證………………………………………………………………..50
第五章 研究結論與建議…………………………………………………………..61
第一節　研究假設結論…………………………………………………………..61
第二節　結果討論………………………………………………………………..63
第三節　實務建議………………………………………………………………..69
第四節　研究限制與未來研究建議……………………………………………..74
參考文獻……………………………………………………………………………..75
附錄、研究問卷……………………………………………………………………..87

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