| 摘要: | 在普遍強調勤奮工作的臺灣社會中，超時工作已成為一種常態現象，以保全業為例，從事保全服務的從業人員必須全天候擔負維護社會秩序及緊急救助的職責，必須依照排班表24小時輪流值班服勤 (邱筑翎，2014)。保全人員因工時太長，造成疲勞指數過高，工作出錯率與個人服務態度也較差，而產生低效能的產值(金立鈞，2011)。這樣的現象，正如英國學者Cooper(1996)首先提出「勉強出勤」(presenteeism)的概念，係敘述即使因身心疾病所造成之不適，或因工時過長而造成的疲勞倦怠，工作者仍然會選擇持續出勤工作，使生產力降低或是無生產力的一種現象。高離職率是忽視保全人員需求和感受的結果，亦增加企業營運成本(吳汶璇，2012)，故本研究欲探討保全人員勉強出勤對身心健康與離職傾向之影響。
依據研究目的，以國內上市保全公司所雇用的保全人員為研究對象，本研究採用調查研究法，共計郵寄出1,500份問卷，回收有效問卷1,058份，有效回收率為70.5%。經輸入資料進行統計分析結果發現：
1.保全人員不同背景變項，包含公司別、保全工作性質、年齡、教育程度、婚姻狀況、從事保全總年資、目前薪資、服務所在地等八項，對勉強出勤、身心健康與離職傾向三個變項之部分構面具有顯著影響。
2.保全人員勉強出勤與身心健康呈現顯著負相關。
3.保全人員勉強出勤與離職傾向呈現顯著正相關。
4.保全人員身心健康對勉強出勤與離職傾向具部分中介效果。
5.建構迴歸方程式，可解釋滿意度的總變異量為34.5%。
離職傾向=5.11(常數) -0.39(生理健康) -0.11(目前薪資) -0.14(心理健康)
+0.20(抱病上班自覺同儕壓力) -0.10(年齡) +0.06(勉強出勤)
實證結果顯示，保全人員的勉強出勤頻率越高，將導致身心健康狀況變差、離職傾向越高。故提升保全人員身心健康狀況，可以降低因勉強出勤頻率引發的離職傾向想法。在心理健康方面可提供保全人員心理諮商、支持與重視、關心與傾聽或是接受教育訓練的機會；在生理健康方面則可適當安排休假、員工社團活動、旅遊補助等措施，均可降低保全人員的離職之意圖。此外，以系統化方式協助保全人員因應身心健康的問題，藉以預防或解決影響個人工作表現的相關因素，諸如：工作適應、工作人際相處、家庭照顧、法律困擾等，使保全人員能夠安心且健康地在職場上表現，不啻為雇主與員工雙贏的方法，研究建議指出未來可採行之企業方案，如：強化保全業職業安全衛生相關措施之成效評估、建構保全業友善之員工協助方案EAPs等，供企業實際應用之參考。
關鍵詞: 保全人員、勉強出勤、身心健康、離職傾向
In Taiwanese society, since the universal values emphasizes work hard, overtime work has become a normal phenomenon. In the case of security industry, the security guard must be responsible for maintaining social order and emergency assistance 24 hours a day. Furthermore, the excessively high work hours cause the excessive fatigue index, high work error rate and poor service attitude, resulting in low output value. The British scholar Cooper (1996) first proposed the concept of "presenteeism" that even if the discomfort caused by physical and mental illness or the fatigue caused by excessive working hours, workers will still choose to continue their attendance regardless productivity is reduced or not. Therefore, that has led to high turnover rate of security personnel and a long-term manpower shortage, also increases the operating costs of enterprises.
This study chooses the security personnel employed by the domestic listed security companies as research objects to discuss the influence of security personnel’s' reluctantly attendance on their physical and mental health and turnover intentions. In this study, we chose "questionnaire survey through mail" as the method, total of 1,500 questionnaires were sent, and 1,058 valid questionnaires were returned. The effective responded rate was 70.5%. The analyzed result show that:
1.Different social demographic variables (company ownership, job responsibility of security employee, age, educational level, marital status, total seniority of security employee, current salary, and service location) had a significant impact on the partial orientations of the three dimensions: Reluctantly Attendance,
Physical and Mental Health, and Departure Tendency.
2.There was a significant negative correlation between Reluctantly Attendance and Physical and Mental Health.
3.Reluctantly Attendance and Departure Tendency showed a significant positive correlation.
4.Physical and Mental Health had partial mediation effect on Reluctantly Attendance and Departure Tendency.
5.Through constructed a regression equation, the total variance of explainable satisfaction was 34.5%:
This empirical result showed that the higher the frequency of reluctance of security personnel, the worse the physical and mental health and the higher the turnover intention. Therefore, improving the physical and mental health of the security guard can reduce the turnover intentions caused by the reluctantly attendance frequency. The security institute administrators can reduce the frequency of employees' reluctantly attendance through two aspects: In terms of mental health, providing psychological counseling, support and attention, care and listening or even education training; in physical health, appropriate arrangements for vacations, employee association activities, and travel subsidies. Through two aspects, it can reduce the intention of the security personnel to leave. Moreover, the administrators can establish the employee assistance program (EAP) to maintain the physical and mental health of employees, reduce the willingness of security employees to leave, and improve the high turnover rate.
Keyword: Security Guard, Presensteeism, Physical and Mental Health, Turnover
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