| 摘要: | 本研究旨在瞭解化妝品專櫃女性從業人員之「工作壓力」與「生活品質」之現況，並探討不同「個人背景變項」之化妝品專櫃女性從業人員分別在「工作壓力」與「生活品質」上的差異情形，進而探討化妝品專櫃女性從業人員「工作壓力」與「生活品質」之相關性。另外，欲進一步了解「個人背景變項」及「工作壓力」對化妝品專櫃女性從業人員「生活品質」的預測力。
本研究以臺灣S化妝品公司專櫃女性從業人員為研究對象，採取「分層比例」的方式蒐集資料進行研究。正式施測樣本為520份，回收517份、有效問卷507份，有效問卷回收率97.5%。研究工具包括：「個人背景資料調查表」、「工作壓力量表」及「生活品質量表」。研究結果以SPSS 22.0統計軟體進行統計、檢測及分析，分析方法包括：次數分配、百分率、平均數、標準差、獨立樣本t檢定、單因子變異數分析、皮爾森積差相關性分析、多元迴歸分析。主要研究結果如下：
一、化妝品專櫃女性從業人員的「工作壓力」傾向中等偏高程度。其中以「工作負荷」構面之「工作壓力」最高；而在「組織環境」構面之「工作壓力」最低。
二、化妝品專櫃女性從業人員的「生活品質」傾向中等偏高程度。其中以「社會關係範疇」構面之「生活品質」最高；而在「生理健康範疇」構面之「生活品質」最低。
三、化妝品專櫃女性從業人員之「工作壓力」會因「年齡」、「工作年資」、「個人平均月收入」的不同而有顯著差異。
四、化妝品專櫃女性從業人員之「生活品質」會因「年齡」、「子女數」、「工作年資」、「個人平均月收入」的不同而有顯著差異。
五、化妝品專櫃女性從業人員之「工作壓力」與「生活品質」間呈現顯著的負相關。
六、臺灣化妝品專櫃女性從業人員「個人背景因素」與「工作壓力」對「生活品質」的預測力為14%。
依據本研究之結論，建議化妝品專櫃女性從業人員能學習覺察自我情緒、適時放下手邊工作事務，走出戶外放鬆、排解工作上的壓力，並運用公司團隊資源或自我投資，參加自我成長、時間管理、壓裡紓解等進修課程，提升自我價值及工作效率，以因應工作壓力。
再者，建議臺灣S化妝品公司提供「員工協助方案」，並建立高風險與高關懷員工的個案管理，協助員工增加心理諮商資源，因應工作壓力的困境，得以快速地找回初衷與積極動力，生活品質亦會隨之提升。並建議業者依員工年齡、工作年資及職務別提供適合之教育及紓壓課程，以提升受試者生活品質及工作績效。
The purpose of this study is to understand the current situation of “job stress” and “quality of life” of cosmetic counter female employees. It investigates the differences in “job stress” and “quality of life ” respectively of cosmetic counter female employees with different “personal background variables”, so as to find out further the correlation between “job stress” and “quality of life ” of these cosmetic counter female employees . Moreover, to understand further the predictability of “personal background variables” and “job stress” on the “quality of life ” of cosmetic counter female employees .
In this study, female counter employees of cosmetic company S in Taiwan were selected as research subjects. A “questionnaire survey” was conducted to collect data for the study. 520 questionnaires were collected as official test samples. The research tools include: "personal background information questionnaire", " job stress questionnaire" and " quality of life questionnaire". Statistics compilation, testing, and analysis was conducted on the results of this study using the SPSS 22.0 statistical software. The analysis methods include: frequency distribution, percentage, mean, standard deviation, independent sample t-test, single-factor variance analysis, Pearson product difference correlation analysis, and multiple regression analysis. The major findings are as follows:
1. The “ job stress ” of taiwanese cosmetic counter employees tends to be at a moderate to high level. The “workload” facet encompasses the highest “job stress ”; while the “organizational environment” facet encompasses the lowest “job stress ”.
2. The “quality of life” of taiwanese cosmetic counter employees tends to be at a moderate to high level. The “social relationship aspect” facet encompasses the highest “quality of life”; while the “physiological health aspect” facet encompasses the lowest “quality of life”.
3. The " job stress " of female taiwanese cosmetic counter employees vary significantly depending on "age", "years of work" and "average monthly income".
4. The "quality of life" of female taiwanese cosmetic counter employees vary significantly depending on “age”, “number of children”, “years of work” and “average monthly income”.
5. There is a strong negative correlation between the “job stress ” and “quality of life” of female taiwanese cosmetic counter employees .
6. The predictive power of "personal background factors" and " job stress " on female taiwanese cosmetic counter employees’s “quality of life” is 14%.
According to the conclusion of this study, we recommend taiwanese female cosmetic counter employees to learn to feel their own emotions, put down their work at the right time, go outdoor to relax and relieve work pressure, and join self-growth, time management, or job stress reduction courses with company’s resources or on one’s own budget, to raise one’s self-worth and work efficiency adjusting to job stress .
Moreover, we recommend taiwanese cosmetic company S to provide an “employee assistance program”, and establish case management for high-risk and care-intensive employees, assist employees to raise psychological consultation resources, and quickly find back the initial intention and positive motivation in the difficult situation under work pressure. The quality of life will also be enhanced. We also recommend the industry to provide suitable education and pressure-relief courses according to the age, seniority and position of the staff to improve the quality of life and work performance of the subjects. |
