| Summary: | 碩士 === 龍華科技大學 === 商學與管理研究所 === 101 === The target of this research is aimed to investigate the effects of job pressure on job performance at H Company Taoyuan Manufacturing Facility. The demography variables are used, including gender, marital status, salary, social classes and industry departments to consider the correlation between working pressure, containing work load, interpersonal relationship, relationship conflicts, time management, employee welfare and job performance, which means the ability of problem solving, interpersonal interaction, communication skills, interpersonal relationship, ambition, working motivation, working initiation. Three hundred fifty surveys were sent out for the studies, and valid surveys returned was three hundred and twenty six copies, where the rate of return is 93.14 %. The gathered data is then analyzed with Descriptive Statistics, frequency count, reliability analysis and related statistical test. The results got from H Company Taoyuan Manufacturing Facility showed that the job pressure of female is significant higher than the male, the job pressure and job performance of married employees are significantly higher than unmarried employees. In the aspect of seniority, the employees with ten-year working experience have significantly higher job pressure (time management, employee welfare) than employees with under ten-year working experience. The job pressure (interpersonal relationship) of senior managers is significantly higher than senior assistant managers. Manufacturing department has working pressure (work load) significantly higher than production insurance department. However, production insurance department has work pressure (ability of problem resolving) significantly higher than manufacturing department. The current policy of the company is that high pressure will bring to high job performance. However, over stress would cause the left of employees and talented individuals. The thesis investigates the effects of job pressure on individuals and organization by prior references. In order to learn that whether it causes lost, uncontrollable emotion of employees or positive consequence, the thesis concludes the reasonable job pressure would help develop potentialities and promote job performance of employee. In contract, over-pressure would cause negative effects on physical, psychological and behavior of employees. And then, Organizational performance would be lead to bad quality. In addition, the unstable and imbalance of job pressure, or the pressure behind individual’s control, it would lead to severe consequence. Once the job pressure becomes intolerance, it could bring to bad consequence, such as one’s anxious, stress, absence from the office and quit.
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