員工幸福感對組織公民行為與工作績效之影響-以工作敬業、組織認同為中介與調節變項

近年由於COVID-19的疫情籠罩，世界上人心惶惶，疫情不僅對人產生了傷害，同時也重創了經濟，企業在艱困的環境中試圖創造獲利，但員工們的身心壓力卻逐漸增加。在這樣的環境中，如何讓員工在心裡得到滿足安定、企業增加競爭力，成為了目前備受關注的議題。蔡耀淞(2019)的研究發現員工幸福感與工作績效有正相關，楊儀君(2020)的研究則顯示員工幸福感對組織公民行為有顯著正向影響，此外黃若梅(2018)的研究結果指出工作敬業對組織公民行為有正向顯著的影響，姚安恆(2021)發現工作敬業對工作績效呈現正向顯著影響，而陳勝發(2019) 組織認同對工作敬業有正向顯著相關。本研究探討員工幸福感對組織公民行為及工作績效之影響、並以工作敬業、組織認同為中介及調節變項，探討在員工幸福感影響組織公民行為及工作績效時，二者是否具有顯著的中介作用與正向的調節作用。本研究根據文獻建立研究架構與七大假設、二十一個子假設，採取便利抽樣進行問卷調查，共回收250份有效問卷，經由基本資料敘述分析、項目分析、信度分析、驗證性因素分析、相關分析、迴歸分析、階層迴歸分析和變異數分析等統計方法來驗證個研究假說，研究結果顯示四大假設皆成立或部分成立，重要結論如下： 1.員工幸福感對工作敬業有正向顯著影響。 2.組織認同在員工幸福感對工作敬業之影響上有顯著正向調節作用。 3.工作敬業對組織公民行為有正向顯著影響。 4.工作敬業對工作績效有正向顯著影響。 5.工作敬業在員工幸福感對組織公民行為之影響上有顯著中介作用。 6.工作敬業在員工幸福感對工作績效之影響上有顯著中介作用。 7.工作者之部分人口統計變項在組織認同、工作敬業、組織公民行為上有顯著差異。最後，綜合本研究結果做出討論，並對學術探討及未來企業發展提供參考建議，例如可提供員工諮商服務、增加員工福利來減少員工在大疫情環境下之身心壓力以提升員工幸福感，進而提升員工之組織公民行為及工作績效；舉辦員工分享活動及教育訓練以增加組織認同感；妥善分配工作、制定工作流程SOP以提升員工工作敬業程度，使員工能夠有高度的組織公民行為及工作績效。

關鍵字

員工幸福感；組織認同；工作敬業；組織公民行為；工作績效

並列摘要

In recent years, due to the COVID-19 epidemic, people all over the world are panicking. The epidemic not only harms people, but also hits the economy. Businesses are trying to generate profits in a difficult environment, but the physical and mental stress of employees is gradually increasing. In such an environment, how to make employees feel satisfied and stable, and how to increase the competitiveness of enterprises has become a topic that has attracted much attention. Tsai, Yau-Sung (2019) taking construction industry workers as the research subject, this study explores that the employee well-being is positive correlated to job performance, also the research results of Yang, Yi-Chun (2020) shows that employee well-being has a significant positive impact on organizational citizenship behavior, and the research results of Huang, Ruo-Mei(2018)point out that work engagement has a positive and significant impact on organizational citizenship behavior. And the research results of Yao, An-Heng(2021)point out that work engagement has a positive and significant impact on job performance, meanwhile the research results of Chen, Sheng-Fa(2019)point out that Organizational identity is positively and significantly related to job engagement. This study explores the impact of employee well-being on organizational citizenship behavior and job performance and uses job engagement and organizational identity as mediating and moderating variables. To explore whether the two have significant mediating and positive moderating effects when employee well-being affects organizational citizenship behavior and job performance. This study established a research structure, seven major hypotheses, and 21 sub-hypotheses based on the literature. Convenience sampling was used to conduct a questionnaire survey. A total of 250 valid questionnaires were collected. Through the basic data narrative analysis, item analysis, reliability analysis, and confirmatory factor analysis, correlation analysis, regression analysis, hierarchical regression analysis and variance analysis and other statistical methods to verify a research hypothesis. The research results show that the four hypotheses are all established or partially established. The important conclusions are as follows: 1.Employee happiness has a positive and significant impact on work engagement. 2.Organizational identity has a significant positive moderating effect on the impact of employee well-being on work engagement. 3.Work engagement has a positive and significant impact on organizational citizenship behavior. 4.Work engagement has a positive and significant impact on job performance. 5.Work engagement has a significant mediating effect on the impact of employee well-being on organizational citizenship behavior. 6.Job engagement has a significant mediating effect on the impact of employee well-being on job performance. 7.Some demographic variables of workers have significant differences in organizational identity, work commitment, and organizational citizenship behavior. Finally, a discussion is made based on the results of this research, and reference suggestions for academic discussions and future enterprise development are provided. For example, it can provide employee consultation services and increase employee benefits to reduce the physical and mental stress of employees in the context of the pandemic to improve employee happiness, thereby improving employees' organizational citizenship behavior and work performance; Organize employee sharing activities and educational training to increase organizational identity; Properly assign work and formulate work process SOP to improve employee work engagement, so that employees can have a high degree of organizational citizenship behavior and work performance.