企業社會責任、職場靈性對員工幸福感之影響－以工作壓力為調節變項

目前國內許多民眾不再一昧地追求高薪資的發展，對於友善職場、企業形象…等，是許多人在找尋工作時所追求的更高目標。根據《天下雜誌》 2016 年三月份報導，台灣每五天就有一人過勞發病，十二天就有一人過勞死亡，工時長、重度體力消耗或需輪班的行職業類別，更常羅列過勞名單。一個國家要成為已開發的成熟國家，其中一項不可或缺的因素就是「國民幸福指數」。影響人民幸福感的要素有許多，施欣怡（2013）認為員工參與企業社會責任程度可以調節員工的幸福感。吳芳宸（2018）在其研究中指出個體職場靈性與個體幸福感之高低具正相關。Terry et al.(1993) 提出當工作者處於較高的工作壓力之下時，會對工作滿意度及幸福感產生負面影響。本研究工具為「企業社會責任之衡量表、職場靈性之衡量表、員工幸福感之衡量表、工作壓力之衡量表」以及在不同人口統計變項之下的問卷調查，主要是參考國內外相關文獻所改編之結構式問卷。研究對象為一般在職工作者，採用滾雪球與便利抽象的方式，本問卷共回收251份有效問卷，所得問卷資料以SPSS軟體，進行敘述統計、t考驗、單因子變異數分析及多元迴歸分析。資料分析結果歸納後得結論如以下五點： 1.假設一獲得支持：企業社會責任對員工幸福感有顯著正向影響； 2.假設二獲得支持：職場靈性對員工幸福感有顯著正向影響； 3.假設三獲得部分支持：工作壓力在企業社會責任對人際適應性之影響上具有顯著負向調節效果； 4.假設四獲得部分支持：工作壓力在職場靈性對工作奮鬥性及人際適應性之影響上具有顯著負向調節效果； 5.假設五獲得部分支持：不同人口統計變項的工作者在企業社會責任、職場靈性、員工幸福感以及工作壓力有部分顯著差異。根據本研究結果得知，提升企業社會責任及員工本身的職場靈性，是有助於提升員工幸福感。但是在工作壓力提高的情況下，員工的人際關係及工作的奮鬥性則有可能會受到影響。建議企業及組織在提高員工幸福感時也需多注意員工本身的工作壓力，以免適得其反。

關鍵字

企業社會責任；職場靈性；工作壓力；員工幸福感

並列摘要

At present, many people in Taiwan are no longer blindly pursuing the development of high wages. For a friendly workplace, corporate image, etc., these are the higher goals that many people are pursuing when looking for a job. According to a report in March 2016 by the ”Common Wealth Magazine”. There are one person suffers from overwork every five days, and one person dies in every twelve days in Taiwan. The occupational categories of long working hours, heavy physical exertion, or the need to work shifts are more frequently listed. One of the indispensable factors for a country to become a developed and mature country is the "National Well-being Index." There are many factors that affect people's happiness. Shi XY (2013) believes that the degree of employee involvement in corporate social responsibility can regulate employee Well-being. Wu FC (2018) pointed out in his research that there is a positive correlation between individual workplace spirituality and individual happiness. Terry et al. (1993) proposed that when workers are under high work pressure, it will have a negative impact on job satisfaction and happiness. This research tool is "Corporate social responsibility scale, workplace spirituality scale, employee well-being scale, work pressure scale" The questionnaire surveys under different demographic variables mainly refer to the structured questionnaires adapted from relevant domestic and foreign literature.The research object is general working authors. A total of 251 valid questionnaires were collected in this questionnaire. The questionnaire data obtained were analyzed by SPSS software, descriptive statistics, t test, single factor variance analysis and multiple regression analysis. After summarizing the data analysis results, the conclusion is as follows: 1. Hypothesis 1 is supported: Corporate social responsibility has a significant positive impact on employee well-being; 2. Hypothesis 2 is supported: workplace spirituality has a significant positive effect on employee well-being; 3. Hypothesis 3 received partial support: Work pressure has a significant negative adjustment effect on the impact of corporate social responsibility on interpersonal adaptability; 4. Hypothesis 4 received partial support: Work pressure has a significant negative adjustment effect on the impact of workplace spirituality on work struggle and interpersonal adaptability; 5. Hypothesis 5 received partial support: Workers with different demographic variables have some significant differences in corporate social responsibility, workplace spirituality, employee well-being, and work pressure. According to the results of this study, it can be understood that enhancing corporate social responsibility and employees' workplace spirituality can help enhance employee happiness. However, in the case of increased work pressure, employees' interpersonal relationships and hard work may be affected. It is recommended that companies and organizations pay more attention to employees' work pressure when improving employee happiness, so as not to backfire.