工作中的犧牲有意義嗎？實現性觀點與合理化觀點之解釋

Abstract

過往工作意義感的文獻說明了工作意義感對員工的工作和生活有諸多正向的影響。然而，既有研究大多站在需求滿足的角度探討員工知覺工作意義感，但在實務上有些工作者卻能在需求無法被滿足，甚至在犧牲需求的工作條件下知覺到工作意義感，故工作犧牲與工作意義的關係有待釐清。本研究基於工作意義感的實現性觀點與合理化觀點建構理論模型。文獻中，資源保存理論可代表一種實現性觀點，而重要性追求理論可代表一種合理化觀點，因此本研究分別從資源保存理論與重要性追求理論提出對立的研究假設，試圖探討三大研究議題：（1）工作中心理需求犧牲與工作意義感的關係；（2）影響工作中心理需求犧牲與工作意義感關係的調節變數及其歷程；（3）工作意義感對工作領域外的影響。本研究以資源保存理論預測自利導向的員工在缺乏工作控制感的情況下，工作中心理需求犧牲會有損自我資源，進而產生工作耗竭以及不利知覺工作意義感。本研究以重要性追求理論預測人際導向高的員工在知覺他人或社會賞識的情況下，個體雖在工作中犧牲心理需求，卻也會由於獲得他人的認可或支持而增加自我價值，並增加工作意義感。另外，本研究預測知覺工作意義感除了對工作方面有顯著正向影響外，也有利於員工知覺到幸福感。本研究使用兩階段問卷調查法，蒐集284筆在職工作者的量化資料。路徑分析結果顯示以下發現。第一、自利導向與工作控制感對工作中心理需求犧牲的聯合調節不顯著；然而，過度在工作中犧牲心理需求，將會導致員工工作耗竭，不利於工作意義感，進而降低員工幸福感。第二、人際導向與他人認可對工作中心理需求犧牲的聯合調節效果不顯著；此外，在工作中犧牲心理需求，將不利於知覺自我價值與工作意義感，進而降低員工幸福感。第三、在工作中知覺意義感對其整體幸福感會帶來顯著影響。基於上述研究結果，本研究在理論貢獻方面，對於工作犧牲特別是心理需求犧牲，是否帶來工作意義感進行了實際的驗證。整體來說，心理需求的犧牲透過實現性觀點和合理化觀點兩種途徑降低了員工工作意義感。在實務管理方面，員工必須了解自我資源是無法被過度耗損的，並意識到在工作中過度地犧牲反而會造成反效果。另外，本研究建議組織也應適時地關心員工的工作身心狀況，並及時給予員工在工作中所需的資源，以避免員工在工作中過度犧牲心理需求。最後，本研究亦提出研究限制及未來研究方向。

The previous literature on work meaningfulness has shown numerous positive influences of work meaningfulness on both employees' work and life. Existing research mostly focuses on exploring employees' perceived work meaningfulness from the perspective of need satisfaction. However, in practice, some workers are able to perceive work meaningfulness even when their needs are not fully met or when they make sacrifices. Therefore, the relationship between work sacrifice and work meaningfulness needs to be clarified. This study proposes a theoretical model through the perspectives of the realization and rationalization of work meaningfulness. In the literature, the conservation of resources theory could reflect the perspective of realization and the theory of importance pursuit could reflect the perspective of rationalization. Therefore, this study adopts these two theories to propose competing research hypotheses and aims to investigate three research issues: (1) how to explain the relationship between employees' sacrifice of psychological needs and work meaningfulness through the realizability and rationalization of work meaningfulness; (2) identify the factors which could influence the relationship between the sacrifice of psychological needs at work and work meaningfulness as well as their processes; (3) the influences of work meaningfulness on the domains outside of work. Drawing on the conservation of resources theory, this study predicts that self-oriented employees lacking a sense of work control will deplete self-resources if they experience the sacrifice of psychological needs at work, thus leading to work exhaustion and perceived low level of work meaningfulness. Drawing on the theory of importance pursuit, this study predicts that high-interpersonal orientation employees will increase their self-worth and enhance work meaningfulness despite sacrificing psychological needs at work if they can perceive recognition or appreciation from others or society. Additionally, perceived work meaningfulness not only has a significant positive influence on work but also contributes to personal well-being. This study employed a two-stage questionnaire survey to collect quantitative data from 284 employees. The path analysis results reveal three main findings. First, the joint moderating effect of self-orientation and work control on the relationship between sacrifice of psychological needs at work and work exhaustion is not significant; however, excessive sacrifice of psychological needs at work leads to work exhaustion, reducing work meaningfulness and subsequently decreasing employee well-being. Second, the joint moderating effect of interpersonal orientation and recognition from others on the sacrifice of psychological needs at work and perceived self-work is not significant; furthermore, sacrificing psychological needs at work negatively affects perceived self-worth and work meaningfulness, subsequently decreasing employee well-being. Third, perceived work meaningfulness at work significantly influences employee well-being. Based on these research findings, this study makes theoretical contributions to understanding the consequences of work sacrifice, especially the sacrifice of psychological needs. In sum, the sacrifice of psychological needs reduces work meaningfulness through both the realization and justification pathways. In terms of practical management, employees need to understand that self-resources should not be excessively depleted, and they should be aware that excessive sacrifice at work can lead to negative personal consequences. Moreover, this study suggests that organizations should promptly pay attention to employees' work and mental conditions and provide them with the necessary resources at work to prevent excessive sacrifice of psychological needs. Finally, this study discusses research limitations and proposes future research directions.