從營利組織轉職至非營利組織員工之工作意義感與留任意願相關探討

陳怡均

doi:10.6342/NTU.2014.02342

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從營利組織轉職至非營利組織員工之工作意義感與留任意願相關探討

The Meaning of Work and Intention to Stay of Employees that Transferred from Profit Organizations to Non-profit Organizations

陳怡均 , Masters　　Advisor：鄭伯壎　　

繁體中文 DOI： 10.6342/NTU.2014.02342

非營利組織；留任；工作意義感形塑；質性研究； Non-Profit Organization ； retention ； the meaning of work shaping ； qualitative research

Abstract │ Reference (63) │ Altmetrics

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Non-profit organizations, when compared to general profit organizations, generally lack resources and would seemed less attractive for high talent employees. Thus, the retention of valuable employees posses as an important issue to Non-profit organizations. However, previous studies had rarely focused on the retention effect of meaning of work and the shaping process of meaning of work is even less discussed. To resolve this issue, qualitative research methods was used in this study, specifically, semi-structured interview were used as tools for data collection. 10 employees of Non-Profit Organizations who had previous working experiences in general profit organizations were recruited for this study. The findings suggested that the shaping of meaning of work is through four stages:”exploration: positive self-feeling”, “shaping: self-practice”, “intensify: self-improvement”, “sublimation: self-transcendence”. The advancement through the stages is affected by personal and environmental factors such as the encouragement of organizations for employees to participate in frontline service activities, employees’ belief, feedback, and friendly organizational environment. If employees can advance through the stages then they can satisfy their needs of pursuing goals, and fulfilling goals. It can further enhance the employees’ self-efficacy, self-worth, and self-value. Lastly, if the organizations can satisfy the employees need to have a meaning of life, their retention rate would be enhanced. Contributions, implications, limits and future directions are discussed.

Reference ( 63 ) 〈TOP〉

林家五、胡宛仙（2011）。非營利組織之組織認定歸類模式：利益關係者理論觀點。「臺大管理論叢」，22（1），97-134。
連結：
瞿海源、畢恆達、劉長萱、楊國樞（2012）。社會及行為科學研究法-質性研究法。
連結：
Andersson, L. M. (1996). Employee cynicism: an examination using a contract violation framework. Human Relations, 49, 1395-1417.
連結：
Aquino, K. Griffeth, R. W., Allen, D. G., & Hom, P. W. (1997). Integrating justice constructs into the turnover process: a test of a referent cognitions model. The Academy of Management Journal, 40(5), 1208-1277.
連結：
Brown, W. A., & Yoshioka, C. F. (2003). Mission attachment and satisfaction as factors in employee retention. Nonprofit management & leadership, 14(1). 5-18.
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