員工體驗與員工幸福感關係之研究-關係型心理契約之中介作用與世代差異之調節效果分析

The Study of the Relationship between Employee Experience and Employee Well-being – Relational Psychological Contract as a Mediator and Generational Differences as a Moderator

康竣凱(Kang Chun-Kai)

指導教授 ： 邱皓政

國立臺灣師範大學/管理學院/高階經理人企業管理碩士在職專班(EMBA)/碩士(2023年)

https://doi.org/10.6345/NTNU202300483

摘要

台灣近年隨著Covid-19疫情的衝擊、市場缺工、少子化及物聯網時代等影響，對於企業的人才競爭與人才留任更顯嚴峻，加上年輕世代員工在工作價值觀與行為模式與年長世代存有差異的情況下，企業對於不同世代的人才管理也無疑充滿挑戰。然而，從多個研究顯示良好的員工體驗與及正向的員工幸福感皆與員工生產力、企業獲利、人才留任與離職傾向習習相關，也是現今企業與人力資源領域所關注的重要課題，而關係型心理契約的建立對於員工留任也扮演重要的影響因子。

爰此，本研究試圖從人力資源角度出發，探討員工體驗、關係型心理契約與員工幸福感之關聯性，釐清關係型心理契約是否在員工體驗與員工幸福感之間存在中介效果，並進一步檢視世代差異是否在員工體驗、關係型心理契約與員工幸福感之間存在調節效果。本研究透過立意取樣與網絡抽樣取得377份有效全職工作者之樣本，經分析後提出以下研究發現：

(一) 員工體驗與其子變數物理環境體驗、文化環境體驗皆對於員工幸福感與關係型心理契約有顯著的正向影響，科技環境體驗對於員工幸福感與關係型心理契約則出現顯著的負向影響。
(二) 關係型心理契約對於員工幸福感有顯著的正向影響。
(三) 關係型心理契約對於員工體驗與員工幸福感之間存在顯著的中介效果，且科技環境體驗在透過關係型心理契約的中介效果影響下，產生邊際效果進而對員工幸福感轉為顯著的正相關。
(四) 世代差異對於員工體驗、關係型心理契約與員工幸福感之間不具調節效果。

最後，依據研究實證結果發現，本研究提出在企業在員工體驗上的管理意涵與實務建議，相信此將有助於企業在推動人力資源政策、實踐策略性人力資源管理或打造幸福企業的重要參考。

關鍵字

員工體驗 ； 關係型心理契約 ； 員工幸福感 ； 世代差異

並列摘要

With the impact of the Covid-19 epidemic, the shortage of workers in the market, the declining birthrate, IoT era and other effects in Taiwan in recent years, the competition for talent and talent retention for companies has become more severe. In addition, under the influences of the younger generation has different work values and behavioral patterns than the older generation. It is no doubt challenging for companies to manage intergenerational talents. However, a large number of studies have shown that good employee experience and positive employee well-being are associated with employee productivity, corporate profitability, talent retention and turnover tendencies, which are also important issues of concern to companies and human resources today. Meanwhile, the establishment of a relational psychological contract also plays a major role in employee retention.

Therefore, this study attempts to examine the relationship between employee experience, relational psychological contract and employee well-being from the perspective of human resources, to determine whether relational psychological contract have a mediating effect between employee experience and employee well-being, and to further whether generational differences have a moderating effect between IV, DV and Mediator. This study proposes the following research findings through statistical analysis after purposive sampling and network sampling of a valid sample of 377 full-time workers.

(1) Employee experience and its sub-dimensions (Physical environment experience and Cultural environment experience) have a significant positive impact on employee well-being and relational psychological contract, while technology environment experience has a significant negative impact on employee well-being and relational psychological contract.
(2) Relational psychological contract has a significant positive effect on employee well-being.
(3) There is a significant mediating effect of relational psychological contract on employee experience and employee well-being, and the technology environment experience produces a marginal effect and then turns into a significant positive correlation on employee well-being through the mediating effect of relational psychological contract.
(4) Generational differences do not have a moderating effect on the relationship between employee experience, relational psychological contracts, and employee well-being.

Finally, this study proposes key management implications and practical recommendations on employee experience in enterprises based on the research findings, which is believed that this will be an important reference for companies in promoting HR policies, practicing strategic HR management or building a good company with well-being.

並列關鍵字

Employee experience ； Relational psychological contract ； Employee well-being ； Generational differences

參考文獻

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