應用傳統因子分析與模糊因子分析於工作壓力源之比較研究

Abstract

摘要 過度的工作壓力將對員工的心理、生理及行為產生不良的影響，而間接地影響組織的績效。因此，工作壓力源之研究成為工作者本身與組織內管理階層所關注並企求解決之課題。 因子分析(factor analysis)的目的是要在複雜的各種現象中，找出少數的潛在因子來說明現象。在工作壓力來源的探討研究中，就適合以因子分析的方法，來求知壓力源的種類。但是壓力感受程度確實難以量化，此感性評價資料包含了個人感受的曖昧性、不安定性，為考慮此較大差異的情況，本研究以模糊的方法來進行因子分析，以找出合適的工作壓力源因子。 本研究考量感性評價會因個體感認曖昧性而有較大的變異，為了應用因子分析時能考量到個體變異，首先，利用群落分析來推導各群變異，並利用所推導出的各群變異來推導模糊相關係數，此模糊相關係數即為模糊因子分析的理論基礎。 本研究之問卷資料採自104心理網之工作壓力源量表，量表中55個問項於項目分析的t值均達顯著，表示問卷中55個問項均具有鑑別度。信度分析中總量表的α係數為0.9551，代表本研究工作壓力源量表的信度頗佳。 傳統因子分析與模糊因子分析萃取出十個工作壓力的壓力源因子，分別命名為：「組織環境」、「與同事部屬之關係」、「工作興趣與成就感」、「工作挑戰」、「與主管之關係」、「物理環境」、「角色模糊」、「領導責任」、「工作重複繁瑣」、「工作危險」。 群落分析共將受測者分為四個群體，分別命名為「人際關係壓力群」、「低感受壓力群」、「工作本質壓力群」、「組織環境壓力群」。 模糊因子分析方法考慮到工作感受的不明確，能提供一較為客觀的因子空間擴展，使得因子分析研究者得以掌握特定變數對應於各因子的差異程度，以幫助研究者將各變數作更合理的因子歸類。

Abstract Excessive occupational stress is harm to psychology, physiology, and behavior of employee, which affects the efficiency of organization indirectly. Therefore, the study of occupational stresses becomes an important issue that both workers themselves and management concerned are trying to solve. The purpose of factor analysis is to find fewer potential factors to explain the complex phenomenon of real world. Concerning about realizing the types of occupational stresses, factor analysis is a moderate method. However, It is difficult to quantify the perceptual evaluation of stress feeling, which containing the fuzziness and uncertainty of individual preference. To consider the large variation, this study apply fuzzy factor analysis to find more suitable factors of occupational stress. The variance of individual perceptual evaluation causing by the fuzziness and uncertainty of individual preference are considered in this research. For considering the variance of individual when applying factor analysis, cluster analysis is first applying to derived the variance of groups, which are utilized to derive the fuzzy correlation matrix – the fundamental of fuzzy factor analysis. The data of questionnaire in this study comes from the Job Stressors Questionnaire of 104 Heart website. There are 55 questions in the questionnaire. The t-values of each question in the item analysis are all significant, which means that 55 questions in the questionnaire have distinguish ability. α-value in reliability analysis is 0.9551, which reveals that the questionnaire of this study are highly reliable. 10 factors of occupational stressors are derived from Conventional factor analysis and fuzzy factor analysis. Which are describe as follows: “organization environment”, “relationships with colleagues and subordinates”, “interest and achievement to the work”, “challenge to the work”, “relationships with boss”, “physical environment”, “role ambiguity”, “responsibility of leader”, “overload work”, “duplicate and complicate work”, “dangerous work”. Workers observed are derived into 4 groups by Cluster Analysis, including: “relationships stress group”, “low perception stress group”, “intrinsic to the work stress group”, “organization environment stress group”. Fuzzy factor analysis considers the uncertainly of work perception, which could provide more objective Factor space extension. Thus, It could make researchers handling variance of specific variables corresponding to each factor. And then variables can be reasonablely clustered into factors.