知覺組織支持、幸福感與工作績效之關聯－以工作態度為調節變項

Abstract

本研究從職場心理學的觀點出發，主要在探討員工幸福感對工作績效的影響，再以知覺組織支持為前置變項，了解其與幸福感的關聯。此外，考慮個人工作態度的不同，本研究選擇「工作滿意」與「組織承諾」做為調節變項，進一步檢視此二變項對「幸福感－工作績效」關係的調節效果。 研究對象以台灣地區各縣市、不同組織的全職工作者為樣本，引用合適的量表進行問卷施測，總計共回收598份有效問卷。 透過階層迴歸分析，研究結果顯示員工的「幸福感」與「工作績效」有顯著的正相關，員工的「知覺組織支持」亦與其「幸福感」有顯著正相關；「工作滿意」與「組織承諾」等兩項工作態度則在「幸福感—工作績效」的關係中有調節效果存在。 在管理實務上，建議企業在追求績效的同時，也需關注員工的幸福感。透過制度的訂定或其他福利活動設計，營造組織支持的氛圍，設法增加員工的幸福感，便可進一步提升工作績效的表現，達成員工心理滿足與組織利益的雙贏。此外，設法增進員工的工作滿意度與組織承諾，亦可增強幸福感與工作績效表現之間的關聯。

Based on the concept of occupational health psychology, the purpose of this study is to explore the relationships between “well-being and job performance”, “perceived organizational support and well-being”. In addition, considering individual differences in work attitudes, “job satisfaction” and “organizational commitment” are also selected and examined as possible moderating factors. With structured questionnaire, a diverse sample of 598 full-time employees from various organizations in Taiwan was collected. Hierarchical regression analysis shows that “well-being” has positive effect on “job performance”, and “perceived organizational support” has also positive influence on “well-being”. Moreover, “job satisfaction” and “organizational commitment” both moderate the relationship between well-being and job performance. Consequently, to put the findings into managerial practices, we suggest that it is important for enterprises to pay close attention to employee well-being, as well as job performance. By means of designing appropriate welfare systems or group activities in organizations to enhance employees’ perception of organizational support, employee well-being, and moreover, their job performance, would be improved as well. The results benefit both individuals and enterprises. Besides, to positively increase the degree of job satisfaction and organizational commitment would reinforce the relationship between well-being and job performance.