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研究生: 董綾
Dong, Lin
論文名稱: 使用 Herzberg 雙因子理論探討台灣地區自由譯者和組織內譯者之工作滿意度
A Comparative Study of Job Satisfaction Factors between Freelance and In-house Interpreters Using the Motivator-Hygiene Theory
指導教授: 陳子瑋
Chen, Tze-Wei
口試委員: 陳子瑋
Chen, Tze-wei
汝明麗
Ju, Mingli
張梵
Chang, Albert L.
口試日期: 2021/07/14
學位類別: 碩士
Master
系所名稱: 翻譯研究所
Graduate Institute of Translation and Interpretation
論文出版年: 2021
畢業學年度: 109
語文別: 英文
論文頁數: 102
中文關鍵詞: 雙因子理論工作滿意度自由譯者口譯產業組織內譯者
英文關鍵詞: Motivator-hygiene Theory, Job Satisfaction, Interpreting Industry, Freelance Interpreters, In-house Interpreters
研究方法: 調查研究
DOI URL: http://doi.org/10.6345/NTNU202101555
論文種類: 學術論文
相關次數: 點閱:175下載:14
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  • 全球化驅動自由、組織內的口譯需求提升。然而,雖然已知工作滿意度和生活滿意度息息相關,自由譯者與組織內譯者之間的工作滿意度比較依然缺乏大量研究。該報告旨在透過雙因子理論比較不同工作因子對於自由口譯和組織內口譯會產生工作滿意度還是不滿意度。雙因子理論指出,工作滿意度是由滿意度和不滿意度兩個光譜所形成的。增加後會提升工作滿意度的因子被稱為激勵因子,而降低後會提升工作不滿意度的因子被稱為保健因子。激勵因子的減少不會讓員工產生不滿意度,相對的,保健因子的提升也不會讓員工感到滿意。為了解使自由口譯和組織內口譯感到滿意和不滿意的因子,筆者在網路上發布線上問卷,對象是在台灣地區從事口譯工作的譯者。受訪者需填寫其工作性質和回覆與因子相關的問題。受訪結果透過t檢定、ANOVA和皮爾森積動差相關係數進行分析,發現自由口譯和組織內口譯滿意度和不滿意度之間確實存在差距,指向兩者之間所看重的因子可能有做不同。

    Globalization has resulted in an increasing demand for interpreters on a freelance and in-house capacity. While it is well-established that job satisfaction has a correlation with life satisfaction, there is little comparative research into job satisfaction among freelance and in-house interpreters. This study aims to compare how different factors drive job satisfaction and dissatisfaction across freelance and in-house interpreters using the Motivator-Hygiene Theory, a theory on job satisfaction arguing that there are two spectrums: job satisfaction and dissatisfaction. Factors contributing to job satisfaction are motivators while factors contributing to job dissatisfaction are hygiene factors. To determine the difference across freelance and in-house interpreters regarding what drives satisfaction and dissatisfaction, an online survey was distributed to working interpreters in Taiwan. Respondents were asked to identify their employment type and answer a set of questions relating to specific factors. Responses were analyzed using t-test, ANOVA, Pearson Correlation Coefficient. The results showed a difference in the factors that contribute to satisfaction and dissatisfaction across the two employment types and suggests that freelance and in-house interpreters do value different factors differently.

    Table of Contents List of Tables iii List of Figures iii 摘要 iv Abstract v Chapter One: Introduction 1 1.1 Research Background 1 1.2 Research Purpose and Scope 3 Chapter Two: Literature Review 5 2.1 Interpreting as a Profession 5 2.1.1 Classification and Occupational Description 5 2.1.2 Employment Types of Interpreters 7 2.2 Job Satisfaction 14 2.2.1 Theories of Job Satisfaction 15 2.2.2 Factors of Job Satisfaction 21 Chapter Three: Research Methods 28 3.1 Research Question 28 3.2 Participants 28 3.3 Instrument 29 3.3.1 Questionnaire 29 3.3.1.1 Pilot Testing 30 3.3.1.2 Administration 32 3.3.1.3 Analysis 33 3.3.2 Interview 35 Chapter Four: Research Results 36 4.1 Introduction 36 4.2 Questionnaire 36 4.2.1 Respondent Backgrounds 36 4.2.2 Responses to Job Satisfaction Factors 43 4.2.3. Open-ended Question 49 4.3. Interview 51 4.3.1. Source of Satisfaction 52 4.3.2 Source of Dissatisfaction 53 4.3.3 Job Factors 55 Chapter Five: Discussions 67 5.1 Job-related Variables 67 5.2 Income 68 5.3 Job Security 70 5.4 Autonomy 72 5.5 Psychological Rewards 73 5.6 Social Recognition 74 5.7 Interest 76 Chapter Six: Conclusion 77 6.1 Conclusion 77 6.2 Research Contribution 79 6.3 Research Limitations 80 6.4 Recommendations for Further Studies 81 Bibliography 83 Appendices 91 Appendix I. Satisfaction Questionnaire in Chinese 91 Appendix II. Satisfaction Questionnaire in English 97 Appendix III. Interview Questions in Chinese 102

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