不同世代員工之組織文化覺知及工作幸福感相關研究-以P公司為例

本研究旨在探討不同世代員工之組織文化覺知與工作幸福感相關研究，研究對象為P公司台灣員工，根據研究目的、架構與假設，以問卷方式進行調查，有效樣本數為403份。本研究採用SPSS統計軟體(27版)作為分析之工具，使用的統計分析方法分別為：項目分析、因素分析、信度分析、描述性統計分析、差異性分析、相關分析及多元逐步迴歸分析，研究結果發現：(1)員工背景變項中的世代、性別、工作年資及職務對組織文化覺知有顯著差異，其中嬰兒潮世代員工顯著大於Y世代員工、男性員工顯著大於女性員工、資深員工顯著大於資淺員工、擔任主管者顯著大於一般員工(2)員工背景變項中的世代、性別、工作年資、職務及婚姻狀況對工作幸福感有顯著差異，其中嬰兒潮世代員工顯著大於其他世代員工、男性員工顯著大於女性員工、資深員工顯著大於資淺員工、擔任主管者顯著大於一般員工、已婚員工顯著大於未婚員工(3)組織文化與工作幸福感有顯著正相關(4)嬰兒潮世代、X世代及Y世代其組織文化覺知與工作幸福感有顯著正相關，Z世代在穩定運作型文化與工作幸福感的相關上呈現負相關(5)組織文化對工作幸福感有預測力，其中支持型文化最具預測力(6)不同世代員工其組織文化對工作幸福感有預測力，嬰兒潮世代、X世代及Y世代均認為支持型文化最能預測工作幸福感，Z世代認為創新型文化最能預測工作幸福感。針對分析結果，本研究提出兩點管理上的建議：(1)了解公司的組織文化類型傾向，採取相關措施來提高員工的工作幸福感。(2)了解不同世代員工在組織文化覺知及工作幸福感的關聯性，採取有效的管理方法。

關鍵字

世代；組織文化覺知；工作幸福感

並列摘要

The purpose of this study is to explore therelationship between organizational cultural awareness and work well-being ofdifferent generation employees The research objects are Taiwanese employees ofCompany P. According to the research purpose, structure and assumptions, thesurvey is carried out by means of a questionnaire, and the number of validsamples is 403. This study uses SPSS statistical software (version 27) as theanalysis tool. The statistical analysis methods used are: item analysis, factoranalysis, reliability analysis, descriptive statistical analysis, differenceanalysis, correlation analysis and multiple stepwise regression analysis. Theresults of the study found that: (1) Generation, gender, seniority, and position inemployee background variables have significant differences in organizationalculture perception, among which Baby Boomer employees are significantly largerthan Generation Y employees, male employees are significantly larger thanfemale employees, and senior employees are significantly larger than junioremployees Employees and supervisors are significantly greater than generalemployees (2) Generation, gender, work experience, job title and marital statusin the background variables of employees have significant differences in work well-being,among which Baby Boomer employees are significantly greater than othergenerations of employees and male employees Significantly greater than femaleemployees, senior employees significantly greater than junior employees,supervisors significantly greater than ordinary employees, married employeessignificantly greater than unmarried employees (3) There is a significant positivecorrelation between organizational culture and work well-being (4) There is asignificant positive correlation between organizational culture perception andwork well-being among Baby Boomers, Generation X, and Generation Y, while Gen Zhas a negative correlation between stable operation culture and workwell-being. (5) Organizational culture has predictive power on work well-being,of which supportive culture is the most predictive ( 6) The organizationalculture of employees of different generations is predictive of work well-being.Baby boomers, Generation X and Generation Y all believe that supportive cultureis the best predictor of work well-being, while Generation Z believes thatinnovative culture is the best predictor of work well-being. Inresponse to the analysis results, this study puts forward two managementsuggestions: (1) Understand the company's organizational culture typetendencies, and take relevant measures to improve employees' work well-being.(2) Understand the correlation between organizational cultural awareness and workwell-being of different generations employees, and adopt effective managementmethods. Keywords: generation，organizational culture awareness，work well-being