在新冠肺炎疫情衝擊下，遠距工作作為集中辦公的替代性方案獲得許多科技業公司的青睞，也被許多從業者視為未來工作的新趨勢。然而，遠距工作是一把「雙刃劍」，需要進一步釐清遠距工作過程中的影響因子及其作用機制，以在充滿不確定性的當下吸引寶貴的人才留在組織。
綜觀文獻後發現，多數研究聚焦於個別組織中一般員工的工作鑲嵌及其對組織績效和離職傾向的影響。故本研究聚焦於科技業「遠距工作者」這一群體，探討來自組織內部的「知覺組織支持」與來自家人、朋友與特別的人的「知覺社會支持」是否對遠距工作者的「工作內鑲嵌」產生顯著影響，並探討工作場域的「知覺不確定性」是否將干擾上述關係。本研究還將補充分析遠距工作程度的影響，並對比臺灣及中國大陸樣本以進一步分析工作內鑲嵌的文化特性。
本研究透過問卷調查法蒐集數據，共回收351份有效問卷。依階層迴歸的方式進行假設檢定。結果證實遠距工作者的「知覺組織支持」對「工作內鑲嵌」有顯著正向影響(β = .521, p < .001)，遠距工作者的「知覺社會支持」對「工作內鑲嵌」的影響未達顯著(β = .029, p > .05)。「知覺不確定性」對「知覺組織支持」與「工作內鑲嵌」(β = -.453, p < .05)、「知覺社會支持」與「工作內鑲嵌」(β = -.584, p < .05)關係間具有負向調節作用。
最後，本研究依研究結果，針對提升知覺組織支持、降低知覺不確定性與遠距工作部署三個方面提出實務意涵，並總結了研究限制與未來研究建議。

As an alternative to working in the office during the COVID-19 pandemic, telework or similar practices are promoted by many companies in technology industry to sustain production. Many people also consider telework as a new trend. However, telework is a double-blade sword, we need further clarification on what have an impact on teleworkers’ work life and how it works, so as to attract and maintain more talents in the world full of uncertainty.
According to literature review, most of the research focused on ordinary employees’ job embeddedness and its impact on turnover intention in certain organization. Thus, this study pay attention to the group of teleworkers in technology industry, discussing whether teleworkers’ perceived organizational support from their organizations and perceived social support from family, friends or a special person will both have an effect on their on-the-job embeddedness, as well as whether the effect will be moderated by perceived uncertainty. What’s more, the study will discuss the role of extent of telework and compare the differences of samples from Taiwan and the Mainland China.
Research data is collected by online questionnaires, and this study obtains a total of 351 valid samples. Subsequently, this study validates hypotheses by multiple regression analysis. Results show that teleworkers’ perceived organizational support positively influences on-the-job embeddedness(β=.521, p<.001), yet teleworkers’ perceived social support doesn’t influence on-the-job embeddedness(β=.029, p>.05). Besides, perceived uncertainty moderates the relationship of teleworkers’ perceived organizational support and on-the-job embeddedness(β=-.453, p<.05), as well as the relationship of teleworkers’ perceived social support and on-the-job embeddedness(β=-.584, p<.05).
In terms of overall practical implication, this study makes suggestions on three aspects, including how to improve teleworkers’ perceived organizational support, how to reduce perceived uncertainty and how to organize telework. This study also talks about research limitations and give advice on future studies.

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