“慎選人格特質”與“改善工作設計”何者為要？

"Selecting Right Personality" and "Improving Job Design" Which is More Important?

黃同圳(Tung-Chun Huang) ； 薛婉婷(Wan-Tin Hsei)

《勞資關係論叢》 7期 (1998/03) Pp. 125-152

https://doi.org/10.29902/JCSTVS.199803.0002

摘要

本文主要在探討企業在提昇員工工作滿足與組織承諾過程中，究竟是挑選具一定人格特質的員工重要呢？還是透過組織的工作設計與管理來得較為有效？研究結果顯示，不論是欲提高員工之工作滿足或強化員工之組織承諾，改善組織的管理與工作設計比挑選具內控傾向與高成就動機員工的效果更大。此外，在改善組織管理與工作設計上，工作豐富化（工作回饋與工作自主）之做法比工作擴大化（工作完整與工作變化）有更高的效果。

關鍵字

內外控傾向 ； 成就動機 ； 工作設計 ； 工作滿足 ； 組織承諾

並列摘要

The major aim of this study is to investigate when a firm want to improve employees' job satisfaction and organizational commitment, it is better to put more effort on selecting the applicants whom share the right personality, or put more resource on job design that can get higher return. Findings indicate that enhancing organizational management and job design have stronger effect on job satisfaction and organizational commitment than the impact of selecting workers whom share higher internal control and achievement motivation, in addition, among the approaches of job design, job enrichment (feedback and autonomy ) has stronger effect than that of job enlargement (integrity and variety ).

並列關鍵字

house of control ； achievement motivation ； job design ； job satisfaction ； organizational commitment