工作價值落差對工作滿足與工作投入之影響-以臺南市政府新進人員為例

Abstract

本研究探討新進人員工作價值觀與實際工作現況間的差距，對其工作滿足與工作投入的影響。利用黃國隆(1995)改編自王叢桂(1992)的七個工作價值構面：內在酬賞價值、集體利益價值、外在酬賞價值、平安和諧價值、能力理智價值、謙和寬容價值及尊重傳統價值，並採用Edwards et al.(2006)構成式測量概念，對臺南市政府568位新進人員進行問卷調查。結果發現五項研究結論，並依研究結果對公務部門人力資源管理者提供相關建議。 （一）新進人員最重視「平安和諧價值」，最不重視「外在酬賞價值」。在工作價值落差中，以「內在酬賞落差」差距最大。 （二）新進人員的工作價值落差對工作滿足具有顯著負向影響，且以「內在酬賞落差」對工作滿足的相關性最高。 （三）新進人員工作滿足感對工作投入程度具有正向顯著影響。 （四）新進人員工作價值落差對工作投入具有顯著負向影響，且以「內在酬賞落差」對工作投入的相關性最高。 （五）新進人員工作價值落差會透過工作滿足影響其工作投入。

This study is focus on the effect of job satisfaction and job involvement which is related to the gap between work values and actual work of new staffs. The questionnaire investigated on 568 new staffs work in Tainan City Government by using Edwards’ constitute measurement concepts in terms of seven work values: intrinsic values, collective interest values, extrinsic values, peace/harmony values, ability/rational values, humble values, and the value of respecting traditions. It concluded to five results which benefited the human resource managers on public sector. 1. New staffs pay much attention to peace/harmony values, but pay less attention to extrinsic values. In terms of the drop of work values, the gap is the highest. 2. The gap of work values in new staffs has a significant negative impact on job satisfaction, which is highly related to the gap of intrinsic values. 3. A sense of job satisfaction of new staffs has a significant impact on the degree of job involvement. 4. The gap of work values in new staffs has a significant negative impact on job involvement, which is highly related to the gap of intrinsic values. 5. The gap of work values of the new staffs will affect job involvement through job satisfaction.