工作不滿足與持續承諾對員工創造力表現之影響

The Influence of Job Dissatisfaction and Continuance Commitment to Creativity

王精文(Ching-Wen Wang) ； 范凱棠(Kai-Tang Fan)

《人力資源管理學報》 6卷4期 (2006/12) Pp. 81-98

https://doi.org/10.6147/JHRM.2006.0604.05

摘要

本研究主要探討員工雖然對工作感到不滿，但基於對組織仍保持承諾的情況下，如何將其原本的不滿轉化為創造力的行為表現，並探討同事的回饋、同事的協助與支援、以及意識到組織對創造力的支援三項情境變數對此創造力表現的影響。在研究對象方面，以台中工業區之廠商為研究對象，針對其中五家廠商進行發放，共發出170份問卷，扣除無效問卷，共回收107份有效問卷。研究結果顯示，當員工高度感受到同事間的有效回饋、支援與幫助，並意識到組織對創造力抱以支持的情況下，原本對工作的不滿將能產生高度的創造力表現。最後，並針對將工作不滿意轉化為創造力之情境因素進行探討以提出對後續研究與實務應用之建議。

關鍵字

創造力 ； 工作不滿意 ； 持續性承諾

並列摘要

The purpose of this study was to investigate that under which situations will job dissatisfaction lead to creativity as an expression of suggestion. This study theorized the useful feedback from coworkers, coworkers helping and support, and perceived organizational support for creativity to result in creativity. The results showed that employees with high job dissatisfaction would exhibit the highest creativity when continuance commitment was high and when useful feedback form coworkers, coworkers helping and support, and perceived organizational support for creativity was high. The roles of the above three factors in leading highly creativity when employees with job dissatisfaction were discussed.

並列關鍵字

creativity ； job dissatisfaction ； continuance commitment

參考文獻

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