What Motivates People? A Value Perspective on Interactive Workplace Spirituality

從價值觀點探討互動式職場靈性

黃浩然(Haw-Ran Wong) ； 胡哲生(Jer-San Hu)

《輔仁管理評論》 18卷1期 (2011/01) Pp. 27-52

https://doi.org/10.29698/FJMR.201101.0002

摘要

從組織的角度組織靈性可被視爲一種整合機制，促使員工對組織的價值及使命感，並加強對其承諾。過去研究雖肯定組織靈性的重要性，但都建立在對其接納的假設基礎下，且忽略了動機。本研究目的爲了解促進靈性的互動與接納的動機。這議題在多元文化和宗教背景中，及衝突的價值體系下尤其重要。本研究採用質性研究方法，參考Schwartz(1994)的價值系統架構，對宗教醫院員工進行深度訪談。結果顯示，對職場靈性的接納是由不同動機所驅動的過程，因此價值類別適用於了解組織靈性的架構。而涉及的價值是多元、複雜，及不一致的。靈性類別可被視爲獨立的價值類別。價值認知對組織認同是關鍵的，將促進決策一致性，及使命參與。因此此研究提供了組織靈性的接納架構，及整合組織價值的可能方向。

關鍵字

組織／職場靈性 ； 價值 ； 價值認知 ； 動機標的

並列摘要

Workplace spirituality from the organizational perspective could be seen as an integrative mechanism that motivates employees towards the organizational values and mission and enhancing the commitment to them. Past studies, though affirmed its relevance and importance, were generally based on the assumption of acceptance, where the motivational goals were neglected. This study aimed to understand more on the motivational goals that promote the interaction of spirituality and its acceptance, from the value perspective, especially in a multi-culture and religion context. This research used the qualitative research method by abstracting the possible motivational goals based on the value type framework of Schwartz (1994). An in-depth interview was conducted with the employees of a religious run hospital in a multi-culture and religion context. The findings shown the value types were applicable framework for organizational spirituality, where the acceptance and participation of workplace spirituality was a process driven by diverse motivational goals. The values involved were varied, complex and possibly inconsistent. Spirituality type, which appealed directly to the spiritual needs, could be treated as separate value type in contrasting to other value types and could be discriminated without much difficulty. The perception of value was critical when there were divergence and conflict of values. This was because identification could be viewed as employees' perception of ”oneness” with the organization, and strong identification would tend to be more supportive, making decisions more consistent with the organizations' objective, consequently more involved with the mission. This study simultaneously provided a possible framework for the better understanding of what motivate the acceptance of organization spirituality, and possible directions for better integration of organizational values that is crucial for achieving the organizational goal and mission.

並列關鍵字

organizational spirituality ； workplace spirituality ； values ； value perception ； motivational Goals

參考文獻

Adams, Cindy L.,Bonnett, Brenda N.,Meek, Alan H.(1999).Owner Response to Companion Animal Death: Development of a Theory and Practical Implications.Canadian Veterinary Journal.40(1),33-39.

Ashforth, B. E.,Mael, F.(1989).Social Identity Theory and the Organization.Academy of Management Review.14(1),20-39.

Ashmos, D. P.,Duchon, D.(2000).Spirituality at Work: A Conceptualization and Measure.Journal of Management Inquiry.9(2),134-145.

Brigitte, Smit(2002).Atlas.ti for Qualitative Data Analysis.Perspectives in Education.20(3),65-76.

Cable, D. M.,DuRue, D. S.(2002).The Convergent and Discriminant Validity of Subjective Fit Perceptions.Journal of Applied Psychology.87(5),875-884.