探討組織認同與領導行為影響員工幸福感之研究-以A公司為主

近年來，台灣人口出生率逐年的往下降，每年畢業生投入職場的人數也逐漸下降。台灣經濟體系是以電腦代工製造業為主，目前企業卻面臨了專業人才的外流與勞動勞工的短缺問題，因此企業需要積極釋出更多保障員工的方案以突破徵才和留才的困境。每一位員工都是企業競爭的核心，而員工能擁有一份穩定的工作，除了薪資可以維持生活品質外，更是一種自我價值肯定的方式。因此，企業應該如何激勵，使員工在工作上可以感受到快樂、並擁有幸福感是相對重要的。本研究旨在探討員工的幸福感在於對組織的認同與主管的變革型領導行為和激勵為相互之作用而衍生出來的。並進一步檢視知覺組織支持對於主管的變革型領導行為與組織認同的調節效果。本研究採用問卷調查法，以A公司之員工為研究對象，並以Google表單便利取樣的方式，共發出150份問卷，回收150份，其中有效樣本共計150份。問卷回收後以Smart PLS來做描述性統計等相關分析，並驗證變項間之關係。本研究結果顯示：（1）變革型領導行為與員工幸福感具有顯著地正向影響；（2）變革型領導行為與激勵具有顯著地正向影響；（3）員工幸福感與組織認同具有顯著地正向影響；（4）激勵與組織認同具有顯著地正向影響；（5）知覺組織支持對變革型領導行為與員工幸福感之間具有顯著調節效果。

關鍵字

主管領導行為；組織認同；激勵；知覺組織支持；員工幸福感

並列摘要

In recent years, the birth rate in Taiwan has been declining year by year, and the number of graduates entering the workforce each year has also gradually decreased. Taiwan’s economic system is dominated by computer OEM manufacturing. At present, companies are facing the problem of the outflow of professionals and the shortage of labor. Therefore, companies need to actively release more programs to protect employees to break through the dilemma of recruiting and retaining talents. Every employee is the core of enterprise competition, and employees can have a stable job, in addition to salary can maintain the quality of life, it is also a way of self-worth affirmation. Therefore, how companies should motivate employees to feel happy at work and have a sense of happiness is relatively important. The purpose of this research is to explore that employee happiness is derived from the interaction between the organization's identity and the supervisor's transformational leadership behavior and motivation. And further examine the effect of perceptual organization support on the supervisor’s transformational leadership behavior and organizational identity. This research adopts the questionnaire survey method, taking the employees of Company A as the research object, and using Google form to facilitate sampling. A total of 150 questionnaires were sent out and 150 were collected, of which a total of 150 valid samples were collected. After the questionnaire was collected, Smart PLS was used to do descriptive statistics and other relevant analysis, and to verify the relationship between the variables. The results of this study show: (1) Transformational leadership behavior and employee happiness have a significant positive impact; (2) Transformational leadership behavior and motivation have a significant positive impact; (3) employee happiness and organizational identity have significant positive effects (4) Motivation and organizational identification have a significant positive impact; (5) Perceived organizational support has a significant moderating effect on transformational leadership behavior and employee well-being.