公司職能需求、員工技能評量、員工興趣評量以及員工工作滿意之關聯性研究

A Study on the Relationships among Competency Requirement, Skill Evaluation, Vocational Interest Evaluation, and Job Satisfaction

王中正(Chung-Cheng Wang)

指導教授 ： 諸承明

中原大學/商學院/企業管理學系/碩士(2007年)

https://doi.org/10.6840/cycu200700353

摘要

我國目前正在脫離工業時代，而逐漸步入知識型經濟的時代，組織內的員工大多數都是受過高等教育的知識工作者，知識工作者是否盡責，跟他們的工作意願有很大相關性，知識工作者的產出也不盡然跟其工作時數或表面上的努力成正比；也就是說，知識工作者較傳統工作者更重視興趣是否能與工作相配合。
未來因為實施勞退新制的關係，員工對企業的忠誠度勢必受到影響，企業的人員流動率、離職率會因此而提升；企業除了可以教育訓練、員工福利、獎金等制度留住優秀員工外，在徵選新進員工或員工工作內容重新分配時，如果能分配其合適的職責內容，不僅能使員工興趣與工作相結合，提升其工作滿意度，也可降低曠職率以及員工流動率，減少人力資源部門作新進職員徵選、面談等支出費用。
有鑑於此，本研究依據文獻探討後將職能工作興趣分為十項類別，並根據明尼蘇達工作滿意量表以評量知識型員工之內在滿意、外在滿意以及一般滿意。並由此出發探討公司職能需求、員工技能評量、員工興趣評量以及員工工作滿意之關聯性。
除了進行完整的文獻探討之外，亦採用問卷發放的方式蒐集了國內金融業員工問卷111 份。經由統計分析後，本研究共歸納出下列幾項重要的研究建議：
1. 重視知識型員工之工作興趣與技能，評量其現行負責之工作職務是否與之適配。
2. 金融業管理者應依公司職務所需之職能，多多要求員工應該具備的技能，使其有適才適所、學有所用的感覺，以增加其工作成就感和工作滿意。
3. 依據員工之四種興趣技能類型來幫助員工發展其興趣或是給予培訓來增加技能，藉此方式以增加員工工作滿意。

關鍵字

工作滿意 ； 職能需求評量 ； 職業興趣

並列摘要

Taiwan is currently out of the industrial age and gradually entered a knowledge-based economy era. The majority of the staff in organization are highly educated knowledge workers. The responsible of knowledge workers have great relevance with their work will, and the output of knowledge workers does not have positive relation with their working hours and efforts. In other words, knowledge workers much more focused on the match between interest and job.
Because of the new pension system in the future, the loyalty of employees is bound to be affected. The turnover rate of enterprises staff will upgrade; In addition to enterprise education and training, employee benefits and bonuses, company also can use other methods to retain excellent staff. When company select new employees or want to redistribute the contents of the work, it’s not only can combine the interest and job also enhance their job satisfaction and reduce the absences rate if the duties of knowledge workers are appropriate. These methods can reduce the new staff selecting cost or interview cost of the human resources department.
This study divided vocational interest into ten categories, and measuring the internal, external, general satisfaction by Minnesota questionnaire. By doing these research to find the relationship among competency requirement, skill evaluation, vocational interest evaluation, and job satisfaction.
Besides doing thoroughly literature review, this study also collected 111 employee’s questionnaires who doing the interview activity. By statistical analyzing, the major results are followed:
(1) To respect the vocational interest and skill of knowledge employees, and assess the fit of it and their current job duties.
(2) The managers of financial industry should requested employees more according to the competencies that company required. This will increase their job satisfaction and achievement.
(3) According to the four types of knowledge employees, the managers can help knowledge employees to develop their interest or offered training to increase skills. By using these method to increase job satisfaction of knowledge employees.

並列關鍵字

Vocational Interest ； Job Satisfaction ； Competency Evaluation

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