🎯pnd | IAM2024s PAPER | 與特休假有關的「心理因素」問卷 |
問卷1,2 | 問卷1結果-表單1 | 問卷2結果-表單2 |

這篇Paper名為 Understanding Employees’ Unused Vacation Days: A Social Cognitive Approach 《理解員工未使用的假期：社會認知方法》，以下是該研究的主要內容和貢獻：


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理論基礎

• 社會認知理論：以 Bandura 的理論為基礎，研究員提出兩個核心認知因素會影響員工的假期使用：
• 自我效能感（Self-Efficacy）：特別是「脫離工作自我效能感」（detachment self-efficacy），即員工相信自己在度假時能有效脫離工作。
• 結果期望（Outcome Expectations）：員工對假期的正面（如放鬆）和負面（如經濟壓力）結果的預期。
依變數和解釋變數

• 依變數：員工未使用的假期天數。
• 解釋變數：包括脫離工作自我效能感、對正面結果的期望（如放鬆、連結家人等）以及對負面結果的期望（如經濟壓力、工作落後等）。

研究方法

• 分為四個研究：
• 研究1-3：通過問卷開發和驗證，設計並測試與假期使用相關的社會認知量表。
• 研究4：採用時間分離的研究設計，檢驗社會認知變數是否可以預測員工的未使用假期天數。

假設

• 員工的未使用假期與低脫離工作自我效能感有關。
• 正面結果期望高的員工會更可能使用假期。
• 負面結果期望高的員工更可能累積未使用的假期。

發現

• 缺乏脫離工作自我效能感、對假期結果的負面預期（如財務損失、壓力等）以及對正面預期的缺乏，均與更多未使用假期天數相關。
• 社會認知理論框架有效解釋了員工未使用假期的行為。

貢獻

• 理論貢獻：將社會認知理論應用於員工假期行為的研究，開創了對未使用假期心理因素的探討。
• 實務貢獻：為組織和政策制定者提供了改進假期使用的建議，例如提升員工的脫離工作能力及減少對負面結果的擔憂。
• 工具開發：設計出可靠的測量工具，可用於未來其他復甦行為（如睡眠、日常休息）的研究。

關於Paid Leave給薪休假 and Used Paid Leave未休完的假

經營者應當知道
1.未休假日比率 RUPD: 0-50%-70%-100%;
2.未休假日比率變化趨勢 Trands of RUPD: Mean of last 10 years; SD; Trands;
3.未休假日原因追蹤分析 UPD Tracking 問卷調查與分析;
4.適當採取對策 Improvement Strategy: 目標:保持RUPD在50%-70%之間。


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劉老師提供的參考資料：


• Academically speaking, why do we need to study whether employees have used up their statutory vacation days?

• Studying whether employees have used their statutory vacation days is crucial for several reasons:
• Employee Wellbeing

  Regular vacations enhance employee health and productivity, reducing burnout and stress-related issues. Tracking usage helps ensure employees take necessary breaks, fostering a healthier work-life balance
  1.The Importance Of Tracking Employee Vacations,
  4.Why your team members should use their vacation days.
  

• Organizational Efficiency

  Understanding vacation patterns aids in workforce management, allowing for better planning and resource allocation during absences. This prevents operational disruptions and maintains productivity,
  3.What is an Employee Vacation Tracker?.
  

• Legal Compliance and Financial Management

  Employers must comply with labor laws regarding vacation entitlements. Accurate tracking mitigates financial liabilities associated with unused vacation days, protecting the organization from potential legal repercussions
  

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So please tell me what academic research papers are there that study whether employees have used up their statutory vacation days?

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• Several academic research papers examine the usage of statutory vacation days by employees:
• Vacation Leave, Work Hours, and Wages: This paper analyzes the relationship between vacation leave and work hours in Canada, revealing that increased vacation usage correlates with reduced annual work hours and highlights job-related factors influencing vacation use 
  2.Vacation Leave, Work Hours and Wages: New Evidence from Linked Employer-Employee Data,
  5.Vacation Leave, Work Hours, and Wages: New Evidence from Linked Employer–Employee Data.
• Impact of Vacation on Employee Stress, Health, and Well-being: This research explores how vacation impacts employee health and productivity, emphasizing the necessity of taking time off to alleviate stress and improve overall well-being ,
  5.Impact of Vacation on Employee Stress, Health and Well-being, and Productivity.
  

  
  These studies contribute valuable insights into the implications of vacation usage on employee health and organizational efficiency.
  

• To develop further research on the "Family Member Participation" case study, informed by the theoretical and methodological frameworks presented in "Understanding Employees' Unused Vacation Days," here are proposed directions, questions, theories, and methods:



Research Directions

• Work-Family Balance and Enterprise Transformation:
• Explore how proactive work-family balance measures impact employee stress and resistance during enterprise transformations.
• Investigate the role of family participation in promoting detachment from work and improving paid leave usage.
• Impact of Family-Oriented Activities:
• Examine whether targeted family-inclusive activities (based on children's age or family needs) improve employee satisfaction, reduce stress, and align with organizational goals.
• Unused Paid Leave Analysis:
• Evaluate how financial incentives for unused paid leave influence family dynamics and work-life balance.
  研究方向
  工作與家庭平衡與企業轉型：
  探索積極的工作與家庭平衡措施如何影響企業轉型期間員工的壓力和阻力。
  研究家庭參與在促進脫離工作和改善帶薪休假使用方面的作用。
  
  面向家庭的活動的影響：
  檢視有針對性的家庭包容性活動（根據兒童的年齡或家庭需求）是否可以提高員工滿意度、減輕壓力並與組織目標一致。
  
  未使用帶薪休假分析：
  評估未使用帶薪休假的經濟誘因如何影響家庭動態和工作與生活平衡。
  

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Research Questions

• How do employees’ perceptions of family participation influence their willingness to use paid leave during enterprise transformations?
• What are the psychological impacts of family-inclusive corporate activities on reducing employee resistance during organizational changes?
• How does the anticipated financial impact of unused paid leave affect employee behavior regarding family engagement and work-life balance?
研究問題

1.員工對家庭參與的認知如何影響企業轉型過程中帶薪休假的意願？
2.家庭包容性企業活動對於減少組織變革期間員工的阻力有何心理影響？
3.未使用的帶薪休假的預期財務影響如何影響員工在家庭參與和工作與生活平衡方面的行為？

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Theories to Apply

• Social Cognitive Theory (Bandura):
• Explore detachment self-efficacy in employees and its role in mediating their participation in family-oriented corporate activities and paid leave utilization.
• Analyze how positive and negative outcome expectations influence employee decisions during transformations.
• Work-Family Border/Boundary Theory:
• Assess the effectiveness of segmentation and integration strategies within organizational and family settings, particularly during enterprise transformation.
• Effort-Recovery Model:
• Investigate how recovery experiences, facilitated by family-inclusive activities, contribute to reduced stress and enhanced productivity.
應用理論
1.社會認知理論（班杜拉）：

探討員工的超然自我效能感及其在調節他們參與以家庭為導向的企業活動和帶薪休假利用中的作用。
分析正面和負面的結果預期如何影響轉型過程中的員工決策。
2.工作與家庭邊界/邊界理論：
評估組織和家庭環境中細分和整合策略的有效性，特別是在企業轉型期間。 3.努力-恢復模型：
研究家庭包容性活動促進的復健體驗如何有助於減輕壓力和提高生產力。

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Research Methods

• Quantitative Analysis:
• Use surveys and scales validated in the "Unused Vacation Days" study to measure detachment self-efficacy and outcome expectations in the case company.
• Analyze leave usage patterns pre- and post-intervention (e.g., family events or revised leave policies).
• Qualitative Approaches:
• Conduct interviews with employees and their family members to understand how company activities impact family dynamics and stress levels.
• Use thematic analysis to explore employee narratives about balancing work and family.
• Experimental Design:
• Implement and test the effectiveness of different types of family activities (e.g., family travel subsidies vs. hobby learning support) in pilot groups.
• Assess changes in employee satisfaction, productivity, and leave usage post-intervention.
• Longitudinal Study:
• Track changes in work-family balance, employee resistance, and leave usage over time as new measures are implemented.

  
  This combined approach enables a deeper understanding of how family dynamics and organizational strategies intersect, with implications for HR policies and organizational transformation practices.