以職位特性探討對工作滿足之影響及調整驅力之研究

工作滿足以往皆為研究受測者本人感受，本研究認為應從職位角度探討，因為組織對於工作滿足會因為情境、個人特質、組織因素而有不同之意義，因此本研究想要了解 (1)組織因素中職位特性期望工作滿足之影響。(2)當期望工作滿足與實際工作滿足有落差時，組織是否會進行相應之調整。本研究基於嚴謹推論及掌握事實之基礎提出下述研究假設：假設一：不同職位結構特性，組織對該職位期望工作滿足不同。其中職位特性包含（授權程度、正式化程度、複雜程度、變化程度、敏感程度、專屬化程度）假設二：當期望工作滿足與實際工作滿足兩者差異愈小，組織對職位擔當者的調整驅力愈小，當兩者差異愈大時則調整驅力會愈大。本研究結果顯示，當職位特性（授權程度、複雜程度、變化程度、敏感程度）愈高，組織對該職位期望工作滿足愈高。以上四點假設皆呈顯著影響，即為若某職位掌握組職重要資源或擔任敏感職位者，則組織將會期望該職位擔當者有較高的工作滿足。當期望工作滿足與實際工作滿足無差異時，調整驅力將趨向不變。該論點經假設檢定結果卻呈現顯著之調整驅力，本研究推論此現象說明在現實生活情況下的迷思，即滿足差距無差異情況下，組織在習慣上仍會採取鼓勵的調整措施。而當期望工作滿足大於實際工作滿足時，組織將採用正向調整方式鼓勵員工，另一方面期望工作滿足小於實際工作滿足時，組織則採用反向調整方式，此亦為本研究重大發現。

關鍵字

工作滿足；職位特性；調整驅力

並列摘要

This study are focus on the relationship between job characteristics and job satisfaction. This study build a sets of new construct which are expected job satisfaction, perceived job Satisfaction and Adjustment Force. Trying to discover the relationship among then. We also established two sets of hypothesis related to job characteristics , expected job Satisfaction ,perceived job Satisfaction and Adjustment Force: Hypothesis sets 1: The expected job satisfaction is affected by job characteristics .Among them, job delegation, job complexity, job variety and job sensitivity are significant accepted. Hypothesis sets 2: The adjustment force is affected by the gap between expected and perceived job Satisfaction, both in gap direction and size. The results found: 1.The greater the gap the greater the adjustment force is significantly accepted. 2. The direction of adjustment forces be affected by the gap direction between expected and perceived job Satisfaction, is also significantly accepted. 3. Interesting finding that when the gap is zero, the force is still positive exist. which means the myth that increasing job satisfaction is always right is existed in management practice.