幸福企業評選指標與主觀幸福感關係之研究

本研究主旨在探討台北市幸福企業評選指標與主觀幸福感之關係。企業為員工規劃健全的福利制度，並重視職場的幸福氛圍，促進勞資關係的和諧，藉以提高優秀人才的留任願意，提升企業競爭力，員工期待公司能永續發展成長茁壯且能安心就業，這兩件事情相輔相成，幸福企業成為其中的介接的橋樑，但現行的「幸福企業評選指標」卻多為客觀指標，鮮少有能反應員工主觀知覺的相關指標，需如何結合主觀與客觀知覺去訂定或調整評選指標為本研究重點。本研究共完成356份問卷，問卷回收後將進行評分之轉換，再利用回歸分析法，決策樹分析與關聯規則分析並透過WEKA軟體，進行分析探討。　　分析結果顯示：員工主觀幸福感關鍵因素為「公司培訓制度」、「績優員工表揚或讚賞」、「永續發展與社會關懷以及未來承諾」及「公司就業穩定度」，根據上述研究結果，提出調整評選指標之占比、管理上的實務建議與未來研究方向，期望幫助企業致力於打造幸福企業，營造勞資雙方彼此互惠的雙贏局面，善盡企業永續經營之責任與義務，也為推動企業長青打下重要的基石。

關鍵字

回歸分析法；決策樹；幸福企業；幸福感

並列摘要

The main purpose of this research is to explore the relationship between the selection index of happy enterprises in Taipei and subjective well-being. The enterprise plans a sound welfare system for employees, and attaches importance to the happy atmosphere of the workplace, promotes the harmony of labor-management relations, thereby enhancing the willingness of outstanding talents to stay and enhance the competitiveness of the enterprise. The employees expect the company to continue to grow and thrive and can be employed with peace of mind. Two things complement each other. Happiness companies have become the bridge between them, but the current "happiness company selection indicators" are mostly objective indicators. There are few relevant indicators that reflect the subjective perception of employees. How to combine subjective and objective perception Setting or adjusting selection indicators is the focus of this study. A total of 356 questionnaires were completed in this study. After the questionnaires were collected, the scores were converted, and then regression analysis, decision tree analysis and association rule analysis were used to analyze and explore through WEKA software. The analysis results show that the key factors for employees' subjective well-being are "Company Training System", "Excellent Employee Praise or Appreciation", "Sustainable Development and Social Care and Future Commitment" and "Company Employment Stability", based on the above research results, put forward Adjusting the proportion of selection indicators, practical management suggestions and future research directions, I hope to help companies commit to creating a happy company, creating a win-win situation for both employers and employees, and fulfilling their responsibilities and obligations for sustainable business operation. Evergreen laid an important cornerstone.