探討隨著科技的發展,科技產業在台灣扮演舉足輕重的地位,雖然科技產業的薪資與紅利優於其他行業,然而其工作往往需要投入大量的時間與心力,因此在利弊得失的權衡之下,科技業員工的主觀幸福感如何值得探討。 主觀幸福感是一個人對整體生活滿意程度的主觀感知,也是一個人對生命的追求,因此本研究以主觀幸福感為依變項,探討社會支持、個人工作適配、工作家庭平衡、幸福職場、心流等變項對主觀幸福感的影響。此外,本研究也關注幸福職場是否會透過心流影響主觀幸福感,並以付出回報失衡為干擾變項,以瞭解付出回報失衡是否對社會支持、個人工作適配、工作家庭平衡、幸福職場、心流和主觀幸福感的關係造成影響。 本研究以深度訪談法和問卷調查法進行,深度訪談對象包括幸福企業遴選的單位與得奬的幸福企業,問卷調查以 256 位高雄市楠梓加工區科技業員工為調查對象,研究將採多變量與結構方程模式進行分析,研究結果發現: (一)社會支持、個人工作適配對主觀幸福感没有顯著影響。 (二)工作家庭平衡、幸福職場、心流對主觀幸福感有顯著影響。 (三)心流在幸福職場到主觀幸福感之間具有中介效果。 (四)付出回報失衡對自變量到依變量之間皆沒有顯著的干擾效果。 (五)不同的人口變量在社會支持、個人工作適配、工作家庭平衡、幸福職場、心流、主觀幸福感都有顯著的差異。最後,本研究也針對上述的研究結果對科技業者與員工提出如何透過工作家庭平衡、幸福職場、心流對主觀幸福感的相關建議。
With the development of technology, the technology industry playsed an important role in Taiwan. Although the salary and bonuses offered in the technology industry are better than those in the other industries, the employees in the technology industry often require lots of time and efforts to work. Consequently, it is worthwhile to explore the subjective well-being of employees in the technology industry. Subjective well-being is a subjective perception of a person's overall satisfaction with life and a person's pursuit of life. Therefore, this study investigated the effects of social support, person-job fit, work-family balance, workplace well-being, and flow on the subjective well-being, as a dependent variable. In addition, this study also explored whether the workplace well-being affects subjective well-being through flow, and usesed the effort-reward imbalance as the moderator to understand its effects on the relationships among social support, person-job fit, work-family balance, workplace well-being, flow, and subjective well-being. This study was conducted by depth interviews and questionnaire survey. The employees and supervisors from the elected “happy enterprise” were interviewed. The questionnaire surveyed 256 respondents in the technology industry in Nanzih Export Proc. Zone, Kaohsiung City. The data was analyzed by the statistical methods including multivariate and structural equation model. The results showed that: (1) Social support and person-job fit had no significant effect on the subjective well-being. (2) Work-family balance, workplace well-being, and flow had significant effect on the subjective well-being. (3) Flow had a mediating effect between workplace well-being and subjective well-being. (4) Effort-reward imbalance had no significant moderating effect between independent variables and subjective well-being. (5) Demographic variables haad significant differences on social support, person-job fit, work-family balance, workplace well-being, flow, and subjective well-being. Finally, this study also made some suggestions for technology industry and employees on how to improve their subjective well-being through work-family balance, happy workplace, and flow.