在科技日新月異之下，遠距離辦公模式的出現，促使傳統典型的集體 辦公已不再是企業、員工等工作者的唯一選擇。然而，新型冠狀病毒肺炎 (COVID-19) 突如其來的爆發與肆虐，在短時間內造成了世界性的健康與 經濟危機，各國政府正在積極推動避免密切接觸和使用遠程辦公作為辦公 室工作的替代方式，以減輕疫情的影響。但是，這樣的辦公模式對於大多 數的工作者來說是極為生疏的，所以，要在毫無準備或準備不週全的情形 之下快速的適應與上手並不容易。因此，為了了解不同的工作者如何適合 居家辦公，本研究將以特質活化理論作為研究框架，探討在 COVID-19 的 背景之下，具有不同人格特質的工作者在採用遠距離辦公時其工作自我調 控與工作績效之間的關係。並且，透過滾雪球的抽樣的方式收集了 441 份 有效問卷，並進行了驗證性因素分析和結構方程模型的研究。研究結果顯 示，外向性人格對工作自我調控(準備、執行、評量)具有正向關係;神 經質人格對工作自我調控(準備、執行、評量)具有負向關係;工作自我 調控(準備、執行、評量)對工作績效具有正向關係。因此，可以預期到 本研究之結果，能夠藉由提升工作自我調節三階段來來提高遠距離辦公的 有效性。

The advent of technology and telecommuting has led to the fact that traditional group work is no longer the only option for businesses and employees. However, the sudden outbreak of the novel coronavirus pneumonia (COVID-19) has caused a worldwide health and economic crisis in a short period of time, and governments are actively promoting the avoidance of close contact and the use of telecommuting as an alternative to office work in order to mitigate the impact of the epidemic. However, this mode of working from home is extremely new to most workers, so it is not easy to adapt quickly and with little or no preparation. To understand how different worker can be suited in working from home, this study adapted trait activation theory to conceptualize research framework to explore the relationship between self-regulation and performance of workers with different personality traits when using Internet in the context of the COVID- 19. A total of 441 valid questionnaires were collected using a snowball sampling method and subjected to confirmatory factor analysis and structural equation modeling. The results of the study showed that extraversion was positively associated with self-regulated working (preparation, execution, and evaluation); on the other hand, neuroticism was negatively associated with self-regulated working (preparation, execution, and evaluation). Self-regulated working (preparation, execution, and evaluation) are positively associated with job performance. Expectedly, the results of this study can be applied to promote the effectiveness of remote working by enhancing three stages of employees’ self- regulated working.

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