工作價值之群體差異－全台代表性樣本分析

儘管現今社會普遍重視員工的工作價值觀，學界卻鮮少有系統地探討工作價值觀。然著隨社會變遷與經濟發展，個人的工作價值觀亦可能隨之產生質變與量變。故本研究採用全球最大的社會調查系列之一：「台灣社會變遷基本調查」計畫全台代表性樣本的資料，探究台灣勞動人口所持有之工作價值觀的現況，並細究不同人口群體間在工作價值觀上的差異。分析結果顯示，工作價值觀可再細分成內、外在兩類工作價值觀。再以人口學變項中的年齡、教育程度，及工作經驗變項的年資和職位等因素來分群，各個群體所重視的工作價值觀有著顯著差異。再細究人口學變項之交互作用，我們發現年齡與性別在內、外在價值觀上確有不同，45 歲以下的女性之內在工作價值觀顯著高於男性，而45 歲以上則呈現相反的趨勢。職位與年齡的交互作用則顯示年長且擔任管理職者其內在價值觀顯著高於未擔任管理職的年長者。據此，本研究透過全台代表性樣本分析，確實驗證了社會經濟發展所帶來的人力資源多元化，我們建議企業組織應依據工作者的群體特性思考其工作價值觀，期讓工作者樂在工作，進而激發其職涯發展潛力。

關鍵字

工作價值觀；群體差異；個人背景

並列摘要

The main purpose of this study was to explore the associations between work values and personal background variables, especially the interactions between different demographic variables. The analyses were based on data from the 2005 Taiwan Social Change Survey (TSCS), which had a nationwide representative sample of 2,171 individuals.Using factor analysis, we divided work values into two types: extrinsic and intrinsic work values. Furthermore, results showed that groups of different personal characteristics, such as age, education, tenure and position had significantly different preferences of work values. Results also revealed that there are interactive effects among demographic variables. Specifically, age and gender had a significant interaction effect on intrinsic work values. Moreover, job position and age also had an interaction effect on intrinsic work value. Women who were over 45 years old or older managers endorsed more intrinsic work values more than their counterparts. We thus recommend that management practices should be designed to respond to the group differences in order to fulfill employees’ diverse needs.