- 學位論文
工作滿意與工作績效之研究-調節配適觀點
The Research of Job Satisfaction and Performance-Regulatory Fit Perspective
摘要
人力是企業組織中重要的組成份子以及資源。在當今企業競爭激烈的環境下，企業管理的挑戰在於如何有效的甄選運用人力，以提升生產及服務效能。因此，如何選用適當人員，擺在適任位置，擔任適當工作，是人力資源管理一項重要的任務與課題。優良人力必須適才適所，方能使其樂在工作，功在工作。然而，不可忽略的是，工作動機是影響後續工作表現的一重要因素，管理者除將組織成員人格與工作做最佳配適外，並應洞察影響到工作表現結果的改變，適時調整職務，改變工作環境，運用激勵方式，以滿足員工並獲工作績效，達企業組織競爭力。 人格特質是企業甄選人才的一重要依據，其如何能與每天所從事的工作內容相配適，以期能獲致最高之滿意與績效，是本研究的目的。本研究根據Higgins（1997）年提出的調節配適概念（regulatory fit），將個體區分成兩種不同的目標導向，分別為求成（promotion）與避敗（prevention）導向。由於人格特質導向與工作特性需求的配適與否，會影響到員工的工作態度與成果，因此企業應針對不同目標導向的員工，給予適任之工作，並留意員工的後續工作成果改變，適時給予激勵，以期工作效能得以長期發揮。 本研究以「調節焦點」作為研究理論基礎。過去的學者，大多將調節焦點運用在「消費者行為」對購買動機、意圖的研究上，並因此證實可增進較強之說服效果；本研究首度嘗試以調節焦點之求成/避敗理論觀點，試圖運用在與其相對應的工作特性積極/保守工作類型，探討兩種不同目標導向的員工，在配適/無配適的狀況下，是否會對工作成果產生影響，並進一步探討工作動機對工作成果的干擾作用。 研究結果發現，人格特質導向與工作特性需求配適，對工作成果有顯著性影響。因此，企業應針對員工人格特質類型，與其相對應之工作特性作配置；且依工作動機，給予適當之激勵，期能在人力資源選、訓、用、留之實務設計、規劃、運用上更為精進。
並列摘要
Employees are significant parts and resource of a corporation. Under today’s competitive environment, selecting talents effectively to improve production and service efficiency is now a challenge to corporate management. Outstanding employees must be handled properly to let them enjoy their work while making contributions to the job. Therefore, how to select proper staffs and positioning the talents for the appropriate tasks has become an important mission and assignment of human resource management. Moreover, one thing that cannot be neglected is that job motive is an important factor affecting subsequent job performance. Managers should make best matches of staff personalities and jobs, and observe closely the changes affecting job performance, make suitable adjustment of job function, change working environment, and utilize incentive programs to satisfy the employees, while achieving job performance and organization competiveness. Personality is a major basis for corporate recruitment. The main purpose of this paper is to study how properly matched job content would bring out greatest satisfaction and performance. According to regulatory fit concept raised by Higgins (1997), dividing samples into two different goal oriented groups, which are promotion oriented and prevention oriented. Whether staff personalities fit job nature would influence employees’ work attitude and result, therefore, employer should authorize different goal oriented employees with suitable jobs, and keep an eye on the subsequent result changes, while offer proper stimulation to develop long term job efficiency. This paper is based on “adjustment focus” as research basis. Most scholars use it for purchasing motives and intention researches that can be proofed to enhance stronger convincing effects. This research is the first attempt, which applies promotion/prevention theory viewpoint to corresponding job nature, proactive and conservative respectively, and studies the influences on working result from two groups of different goal oriented employees under fit/non-fit situation. Further find out how working results are interfered by job motives. We can draw to the conclusion that personality and job nature matching have obvious effect on working results. Therefore, corporate should arrange their employees according to their personalities with corresponding job nature, and give appropriate inspiration based on job motives. Thus, make improvement on the design, planning and application towards human resource recruiting; training; job arrangement and employment.