[[alternative]]The Study on the Job Characteristics and Perceived Health Statusto the Tour Managers

[[abstract]]國立台北護理學院旅遊健康研究所碩士論文摘要研究所別：旅遊健康研究所論文名稱：國際領隊工作特性與自覺身心健康關係之探討指導教授：陳建和 博士研 究 生：殷育士本研究的目的係探討國際領隊工作特性和自覺健康之相關性，並以「付出-回饋失衡模式」中的三個工作特性構面外在付出、回饋和工作過度投入為國際領隊的工作特色的評估工具; 以SF-36健康調查問卷為健康之評估工具，瞭解目前國際領隊的自覺身心健康狀況，並同時和SF-36台灣版的常模相對比較。綜合探討國際領隊工作特性中的付出回饋失衡、工作過度投入和自覺心理健康、自覺生理功能健康和整體自覺健康之相關性。本研究探討對象為國際領隊，研究方法為橫斷式調查研究法，研究樣本為來自十家綜合旅行業、廿家甲種旅行業和中華民國觀光領隊協會的國際領隊。採自填式結構問卷方式收集資料，採取立意抽樣方式共發放問卷2048份，回收有效樣本數為284份，總有效回收率為15.63 %。研究結果顯示：青壯年人口是國際領隊的核心人口；教育程度則以大專程度佔近八成的比率；一般領隊佔過半的比率；未婚佔近六成的比率；而帶團年資是以2-10年為主流。在本研究中付出回饋失衡的國際領隊佔六成的比率；高度工作過度投入的國際領隊佔三成的比率；同時付出回饋失衡和高度工作過度投入的國際領隊佔二成一的比率，然而付出回饋失衡和高度工作過度投入的國際領隊族群在SF-36的各子構面分數和總分均低於其餘的國際領隊族群。國際領隊的自覺健康因性別、付出回饋失衝狀態而有所差異，但沒有因為婚姻、年齡、教育程度、領隊類別和帶團年資而有顯著差異。而「因情緒問題所導致的角色限制」、「活力狀況」和「在因身體健康所導致的角色限制」對自覺健康有良好的預測力。國際領隊的付出回饋失衡和工作過度投入會產生健康的不良反應，因情緒問題、工作付出所產生的健康影響是明顯的，希望此研究結果可提供給國際領隊參考。[[abstract]]AbstractThe purpose of this study is to investigate the job characteristics and perceived heath status of tour managers in Taiwan. The Effort-Reward imbalance model including effort, reward and overcommitment was used to examine job characteristics and its association with SF-36 perceived health status. At the same time comparison of the difference with the norm of SF-36 Taiwan version is performed.A cross-sectional survey among 284 tour managers who have been employed at the travel agencies and licensed under the ATM (Association of Tour Managers the Republic of China) was conducted. A self-administered questionnaire was used to collect data and the total response rate was 15.63%.The young and prime people are the core of the tour managers. The level of education for most of them is the colleges or universities graduates. General tour managers and unmarried tour managers are the main stream. The most tour seniority is 2 to 10 years. In this study, the Effort-Reward imbalanced tour managers are more than 60%; high overcommitment tour managers are more than 30%. Both Effort-Reward imbalanced and high overcommitment tour managers are more than 21%. By the way, Effort-Reward imbalanced and high overcommitment tour managers’ SF-36 score are lower than the others. The perceived health status is different with different gender , but no difference among age, marital status, education level, classification of tour managers and tour years. “Role limitation due to emotional problem”,”Vitality” and” Role limitation due to physical problem” have good project to perceived heath. Finally, the tour managers’ Effort-Reward imbalanced and high overcommitment elevated risks of poor health