知識密集型產業員工激勵因素與工作壓力關聯性之探討

A study on the correlation of motivating factors for employees and job stress in knowledge-intensive industries

陳淑君(Shu-Chun Chen) ； 陳殷哲(Yin-Che Chen)

《就業與勞動關係季刊》 3卷1期 (2013/03) Pp. 63-76

https://doi.org/10.6674/TWELRQ.201303_3(1).0004

摘要

Greenberg (1995)研究指出工作壓力容易出現負面行為，Ivancevich與Matterson認為激勵因素是潛在影響個人對壓力認知的要素之一（李新鄉，2008）。因而本研究目的在於探討知識密集型產業員工激勵因素與工作壓力之關聯性，並以新竹市知識密集型產業員工為研究對象，有效問卷為358份，有效回收率為71.6%。研究結果顯示：(1)新竹市知識密集型產業員工知覺激勵因素平均值達3.59；工作壓力感受平均值為2.72；(2)激勵因素與工作壓力具有顯著的負相關(r=-.29)，激勵因素對於工作壓力達11%的可解釋變異量，且以內在激勵因素預測力較高。最後，研究者依據研究結果針對組織與員工提出相關實務建議，以提高員工激勵因素，同時改善員工工作壓力問題。

關鍵字

激勵因素 ； 工作壓力 ； 知識密集型產業

並列摘要

Greenberg (1995) argued that job stress likely caused people to conduct negative behaviors. On the other hand, Ivancevich and Matterson regarded motivating factors as one of the elements that influenced one's perception on stress (Lee, 2008). This study then aimed to explore the correlation of motivating factors for employees and job stress in knowledge-intensive industries. The participants were recruited from companies in this category in Hsinchu, Taiwan. A total of 358 questionnaires were distributed with a 71.6% return rate. The findings were: 1) the level of the motivating factors for employees in knowledge-intensive industries in Hsinchu was 3.59 whereas that of the job stress 2.72; and 2) job stress was negatively correlated with motivation factors (r= .29). In this regard, the motivating factors explained 11% of the variance in job stress, and that the internal motivation factors showed a higher predictability. In the end, the researchers offered relevant, practical suggestions for organizations as well as employees to increase motivation factors and lessen employees' job stress.

並列關鍵字

Motivating factor ； job stress ； Knowledge-intensive industries