The Effect of Assignment Versus Self-selection of Job on Job Involvement

指派與自發選擇工作對工作投入度之相對影響

周建亨(Chine-Hung Chou) ； 謝安田 (An-Tien Hsieh)

《文大商管學報》 5卷1期 (2000/06) Pp. 1-17

https://doi.org/10.30163/BR.200006.0002

摘要

工作指派是設定員工在組織內負擔責任與享有權力的主要機制。然而，對工作投入度之影響變數的研究，自Lodahl及Kejner於1965年提出工作投入度之構念以來，學者並未探討工作指派之影響力。絕大部分的研究著重於如何激發員工興趣以自發性的參與工作及如何改善工作設計以提高工作投入度。本研究以台北三所大學推廣教育之在職（全職）學生為研究對象，進行問卷調查，發現員工對工作指派的認知（自我能力的肯定，公司或上司的重視，未來可能之報酬）與工作投入度有顯著的相關，其相關度並且大於員工自發性參與及工作特徵與工作投入度之相關度。最後，就後續研究及管理實務策略加以討論。

關鍵字

工作指派 ； 自發選擇 ； 工作指派認知 ； 工作投入

並列摘要

Job assignment is the main mechanism in which employee's rights and obligations are defined and clarified. However, since Lodahl and Kejner introduced the construct of job involvement in 1965, researchers have neglected job assignment as an important variable in identifying antecedent variables of job involvement. Most of the existing research has focused mainly on the effects of PDM and job characteristics. Questionnaires were administered to the students enrolled in undergraduate and graduate-level evening extension courses in business offered in three major universities in Taipei,Taiwan.The students were full time employees of profit or non-profit organizations.
The results suggest that employees’ perception (self-efficacy, valued by the organization or supervisors, expected outcomes) of job assignment is positively and significantly related to job involvement and that its effect size is larger than other control variables in this Study. Further study suggestions and managerial implications are discussed.

並列關鍵字

job assignment ； self-selection ； job assignment perception ； job involvement