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研究生: 許詩鎔
Hsu, Shih-Jung
論文名稱: 員工體驗、個人-工作適配與工作敬業之關係研究
A Study on Relationships among Employee Experience, Person-Job Fit, and Work Engagement
指導教授: 賴志樫
Lai, Chih-Chien
林坤誼
Lin, Kuen-Yi
口試委員: 李隆盛
Lee, Lung-Sheng
賴志樫
Lai, Chih-Chien
林坤誼
Lin, Kuen-Yi
口試日期: 2023/06/16
學位類別: 碩士
Master
系所名稱: 科技應用與人力資源發展學系
Department of Technology Application and Human Resource Development
論文出版年: 2023
畢業學年度: 111
語文別: 中文
論文頁數: 78
中文關鍵詞: 員工體驗個人-工作適配工作敬業
英文關鍵詞: employee experience, personal-job fit, work engagement
研究方法: 調查研究
DOI URL: http://doi.org/10.6345/NTNU202301264
論文種類: 學術論文
相關次數: 點閱:176下載:27
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  • 近年來,歐美地區掀起了一股「安靜離職」熱潮,許多工作者在工作中紛紛出現失去活力和奉獻精神的心理困境,這一現象也逐漸在社群中引起廣泛共鳴。在普遍員工工作敬業低落的背景之下,提升員工的工作敬業已成為組織極需關注的重要課題。此篇研究探討了員工體驗、個人-工作適配及工作敬業之關係,並進一步探究個人-工作適配在此關係中的中介效果,以了解員工對於工作場域中的體驗感受(即員工體驗)會透過員工在工作職務上的契合程度(即個人-工作適配)影響其工作敬業?本研究以任職於科技產業的全職工程類人員為研究對象,使用網路問卷調查進行資料蒐集,總計回收217份有效問卷進行信效度分析、相關分析與迴歸等統計分析,以驗證變項之間的關聯性。進一步探討員工體驗的物理、文化及科技環境構面,何者為提升個人-工作適配及工作敬業的最強預測變數。研究結論為:(1)個人-工作適配對工作敬業具顯著正向影響力;(2)員工體驗對個人-工作適配具顯著正向影響力;(3)員工體驗對工作敬業具顯著正向影響力;(4)個人-工作適配在員工體驗對工作敬業的關係間扮演部分中介的角色。研究結果可作為企業日後在提升員工工作敬業的人資管理實務參考,使組織在有限資源下,可以將資源投入在最具影響力的環境構面。

    In recent years, there was a growing trend of " quiet quitting ", where many employees have experienced a lack of motivation and dedication in their work. Given the prevalent decline in employee work engagement, enhancing employees' work engagement became a critical issue that organizations urgently needed to address. This study focused on examining the relationship between employee experience, person-job fit, and work engagement, as well as the intervening influence of person-job fit. The study focused on full-time engineering professionals in the technology industry. On the 217 valid questionnaires recovered, analyses of reliability and validity, correlation, and multiple regression were conducted. After statistical analysis, the research results have found that: (1) employee experience has a significant positive influence on work engagement; (2) employee experience has a significant positive influence on person-job fit; (3) person-job fit has a significant positive influence on work engagement; (4) person-job fit partially intervenes the relationship between the employee experience and the work engagement. The findings of this study can serve as a reference for human resource management practices aimed at enhancing employee work engagement, allowing organizations to allocate resources to the most influential environmental dimensions within their limited resources.

    誌 謝 I 中文摘要 III abstract V 目 錄 VII 表 次 IX 圖 次 XI 第一章 緒 論 1 第一節 研究背景與動機 1 第二節 研究目的與待答問題 3 第三節 研究範圍 3 第四節 重要名詞解釋 4 第二章 文獻探討 7 第一節 員工體驗 7 第二節 工作敬業 11 第三節 個人-工作適配 13 第四節 各變項的關聯性 16 第三章 研究設計與實施 21 第一節 研究架構與假設 21 第二節 研究步驟 22 第三節 研究對象 24 第四節 研究工具 25 第五節 資料分析方法 32 第四章 研究結果與分析 35 第一節 描述性統計分析 35 第二節 信效度分析 41 第三節 相關分析 44 第四節 假設驗證 46 第五節 綜合討論 51 第五章 結論與建議 55 第一節 研究結論 55 第二節 研究限制 56 第三節 研究貢獻及建議 57 參考文獻 61 一、中文部分 61 二、英文部分 63 附 錄 71 員工體驗調查問卷 73

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