Bakgrund: Alla organisationer med fler än tio anställda ska ha etablerade arbetsmiljöpolicys, arbetsgivaren ska bedriva ett systematiskt arbetsmiljöarbete och medarbetarna ska samverka med arbetsgivaren för att skapa en god arbetsmiljö. Om en medarbetare inte har möjlighet till att arbeta inom en god arbetsmiljö riskerar denna att drabbas av utmattning och arbetsrelaterad stress. Sjukskrivningar kan komma att kosta en organisation mycket pengar, och arbetsrelaterad stress utgör den vanligaste faktorn till att en medarbetare sjukskrivs. Trots att det sedan länge är ett välkänt problem är det svårt att upptäcka signaler som kan härröra från en medarbetare som är stressad. Med anledning av att majoriteten av den tidigare forskningen som gjorts har utgått från ett ledarperspektiv, problematiseras denna studie utifrån ett medarbetarperspektiv. Syfte: Studiens syfte är att undersöka om arbetsrelaterad stress existerar hos kvinnliga medarbetare när det finns arbetsmiljöpolicys och regelverk som ska förebygga ohälsa. Genomförande: Den teoretiska referensramen som tagits fram grundas i tidigare forskning och litteratur som var relevanta inom området. Syftet var att ge kunskap för relevanta teorier och begrepp, samt skapa en förståelse för vad som tidigare har undersökts. Undersökningen genomfördes med hjälp av en kvalitativ studie i form av semistrukturerade intervjuer med tio kvinnliga medarbetare. Intervjuerna stöttades upp med en intervjuguide där frågorna som ställdes gällde medarbetarnas kunskap om arbetsmiljöpolicy, den generella arbetsmiljön, erfarenheter av arbetsrelaterad stress samt upplevelsen av individuella krav, kontroll och stöd. Slutsats: Arbetsplatsen erbjuder förutsättningar för att förhindra ohälsa genom arbetsmiljöpolicys, trots detta väljer medarbetarna att inte ta del av informationen. Utöver detta finns inget annat stöd som erbjuds av arbetsplatsen, mer än de förutsättningar som medarbetarna själva skapar för att undvika att bli stressade. Majoriteten av medarbetarna upplever att det råder höga krav, kombinerat med hög kontroll och ett bra stöd från kollegor. Det finns ett bristfälligt stöd från chefen, som främst beror på avsaknad av kunskap kring medarbetarnas arbetsuppgifter. / Background: All organisations with more than ten employees must have established work environment policies, the employer is required to conduct systematic work environment management and the employees must cooperate with the employer to achieve a good work environment. If an employee does not have the opportunity to work in a good work environment, they are at risk of exhaustion and work-related stress. Absence due to illness can cost an organisation a lot of money, and work-related stress is the most common reason for an employee to take sick leave. Although it has been a well-recognised problem for a long time, it is difficult to detect signals that may originate from a stressed employee. Given that the majority of previous research has been based on a leadership perspective, this study is problematised from an employee perspective. Purpose: The purpose of the study is to examine whether work-related stress exists among female employees when there are work environment policies and other frameworks to prevent ill health. Implementation: The theoretical framework that has been developed is based on previous research and literature that were relevant in the area of interest. The aim was to provide knowledge of relevant theories and concepts and give an insight into what has previously been researched. The research was conducted using a qualitative study in the form of semi-structured interviews with ten female employees. The interviews were supported by an interview guide where the questions that were asked concerned the employees’ knowledge of the work environment policy, the general work environment, experiences of work-related stress and the experience of individual demands, control and support. Conclusion: The organisation offers opportunities to prevent ill health through work environment policies, but despite this, the employees choose not to take part of the information. In addition to this, there is no other support offered by the workplace; instead, employees work individually to create conditions to prevent becoming stressed in the workplace. The majority of employees find that there are high demands, combined with high control and strong support from colleagues. There is a lack of support from the manager, mainly due to a failure to understand the employees’ work tasks.

隨著台灣經濟快速發展，現今女性的教育水準愈來愈高，在社會扮演的角色也愈來愈重要。然而，女性在面對工作生活平衡時，相較男性更受不同角色的衝突所影響；大多職業女性在面臨照顧小孩與工作的兩難時，往往會優先選擇全職照顧子女。另一方面，僱主常以「工作不勝任」、「試用期間不適任」來作解僱懷孕員工理由，或不顧及其安全，照常要求其從事粗重的工作。因此，提供懷孕與產後女性員工一個能夠免於就業歧視、友善對待及兼顧工作與家庭之職場環境為相當重要。 而做為台灣勞工密集、經濟發展主力的中小企業，常被認為因資源短缺而給予員工較為不完善的友善職場措施與福利，難道當中沒有一些中小企業特別著重關懷懷孕與產後女性員工，擁有更完善之相關友善職場措施規劃嗎？因此，本文欲探討曾於中小企業CSR獎中【幸福職場】項目的企業，再與非得獎企業分別於「達到法規標準相關友善措施」、「法規規範以外相關友善措施」、「措施自由使用度」三大項目進行比較，從而深入了解台灣中小企業對於懷孕與產後女性員工之友善職場措施規劃與實施狀況為何，希望藉由此研究歸納出一些管理實務建議給予中小企業作參考之用。 / As Taiwan’s economy is developing rapidly, women’s education levels get much higher, and their social roles become more important. However, when most of employed women facing the conflicts between taking care of their children and their jobs, they always choose to spend their time fully with their children in priority. On the other hand, employers often use “job incompetence” or “incompetence during probation” as excuses to dismiss pregnant employees, or disregard their safety and instruct them to deal with tough works as usual. Therefore, it is essential to offer pregnant and after-partum female employees a friendly workplace environment. Taiwan SMEs, being the most labor-intensive and the main power of Taiwan economic development, are always known as providing employees with few well-instructed friendly workplace practices and welfare due to lack of resources. However, does it mean that no SMEs have ever offered pregnant and post-partum employees friendly workplace practices? Therefore, this study wants to investigate those companies which have been awarded [Happy Workplace] prize of SMEs CSR prize, and then compare to those companies which have not yet awarded in terms of “meeting regulatory standards”, “more than regulatory standards” and “the freedom to use” of friendly workplace practices for pregnant and post-partum employees, so as to understand deeply the situation of implementing those related practices, and provide some practical advices to Taiwan SMEs for future use.

本研究旨在探討年輕女性工作者的生涯阻隔、生涯動機和因應策略之關係。以台北地區25至34歲的年輕女性工作者為研究對象，以立意方式取樣，正式施測後共得326份有效問卷，使用的研究工具為「生涯阻隔因素量表」、「生涯動機量表」和「因應策略量表」，所得資料以描述統計、獨立樣本t考驗、單因子變異數分析、二因子多變量變異數分析及典型相關分析等統計方法進行處理。 本研究的主要發現為：第一，年輕女性工作者的生涯阻隔偏低，生涯動機偏高，較常採取問題解決和邏輯思考的因應策略，而較少採情緒逃離策略。第二，不同年齡、職業類型、總工作年資和婚姻狀況等背景變項的年輕女性工作者，在生涯阻隔、生涯動機與因應策略上達顯著差異，其中尤以職業類型最為顯著。第三，生涯阻隔高的年輕女性工作者較會採取情緒逃離策略，生涯動機高的年輕女性工作者則較會採取各種因應策略，而不同的生涯阻隔和生涯動機在情緒逃離策略上有交互作用效果。第四，生涯復原力和生涯洞察力愈高的年輕女性工作者，愈會採取正向因應策略，其中尤以企業型年輕女性工作者更為明顯；而事務型的年輕女性工作者總工作年資愈長，即使個人條件的阻隔較高，若擁有較大的外在支持，也較會採取正向因應策略。 最後，根據研究發現提出對年輕女性工作者、女性生涯諮商工作，以及未來相關研究之建議。 / The purpose of this study was to investigate the relationships among career barriers, career motivation and coping strategies of young female employees. By using the purposes sampling, there are 326 young female employees from 25 to 34 years old sampled in Taipei. The measure instruments include Career Barriers Inventory, Career Motivation Inventory and Coping Strategies Inventory. Data obtained were analyzed by descriptive statistics, t-test, one-way ANOVA, two-way MANOVA and canonical correlation. The major findings are as follows：first, young female employees had low career barriers and high career motivation, and they were more likely to use problem-solving and logic-thinking coping strategies. Second, young female employees with different age, total working years, occupational type and marriage situation were different in career barriers, career motivation and coping strategies, especially the occupational type. Third, young female employees with high career barriers were more likely to use emotion-escape coping strategies, and young female employees with high career motivation were more likely to use all kinds of coping strategies. There were interaction effect on emotion-escape coping strategies with different career barriers and career motivation. Fourth, young female employees with high career resilience and career insight were more likely to use positive coping strategies, especially enterprising young female employees. Conventional young female employees with long total working years, high barriers on individual conditions and good external support, they were more likely to use positive coping strategies. According to the findings, implications and suggestions for young female employees, career counseling for women and future researches were provided.