| 摘要: | 本研究以澳門海關關員作為研究對象，探討工作壓力、自我效能與績效三者之間的關係，運用文獻回顧對於工作壓力、自我效能及工作績效等三項核心概念，分別進行文獻探討、理論分析、擬定研究假設，以及擇定研究工具。本研究採行調查研究法，對於澳門海關關員進行問卷發送，並將問卷回收後進行資料輸入及統計分析。在資料分析方面採用因素分析、t檢定、單因子變異數分析、相關分析、迴歸分析等方法。根據差異分析結果可以發現，在工作壓力源量表中，不同年齡與不同工作年限的海關關員沒有差異；從自我效能感量表中可以看出，不同的海關關員群體，依年齡、性別、婚姻狀況等因素的差異，而婚姻狀況有差異；從績效量表可以看出，人口統計變數表現出的差異並不大。其次，本研究進行相關分析與迴歸分析有效地驗證海關關員工作壓力、自我效能感與績效之間具有顯著關連性。迴歸分析的結果顯示，海關關員的工作壓力對自我效能感有著較大的影響作用，但並不是所有的工作壓力與自我效能感之間都有著顯著的影響作用；而海關關員的自我效能與工作績效具有負相關。於此同時，工作壓力對自我效能的影響明顯，因此減少關員的工作壓力，能夠有效地增加自我效能；關員自我效能感與工作績效的顯著正相關，同時，自我效能對工作績效的顯著影響。從上述研究分析中可以看出，提高關員的自我效能感，減少工作壓力等，都能夠有效地提升工作績效。
This study takes Macao customs officers as the research object to explore the relationship between work stress, self-efficacy and performance. Using literature review, three core concepts of work stress, self-efficacy and work performance are used to conduct literature research, theoretical Analyze, formulate research hypotheses, and select research tools. This study adopts the survey research method, sending questionnaires to Macao Customs officers, and collecting the questionnaires for data input and statistical analysis. In data analysis, the methods of factor analysis, t-test, single factor analysis of variance, correlation analysis and regression analysis were used. According to the difference analysis results, it can be found that in the work stressor scale, there is no difference between customs officers of different ages and working years; it can be seen from the self-efficacy scale that different groups of customs officers are classified according to age and gender , marital status and other factors, and there are differences in marital status; from the performance scale, it can be seen that the differences in demographic variables are not large. Secondly, this study conducted correlation analysis and regression analysis to effectively verify that there is a significant correlation between work pressure, self-efficacy and performance of customs officers. The results of regression analysis show that the work stress of customs officers has a greater impact on self-efficacy, but not all work stress and self-efficacy have a significant impact; while the self-efficacy of customs officers negatively correlated with job performance. At the same time, work pressure has a significant impact on self-efficacy, so reducing the work pressure of customs staff can effectively increase self-efficacy; customs staff's self-efficacy is significantly positively correlated with work performance, and at the same time, self-efficacy has a significant effect on work performance. influences. It can be seen from the above research and analysis that improving the self-efficacy of customs officers and reducing work pressure can effectively improve work performance. |
