本研究主要目的在探討職場上員工所認知的工作滿意度與工作價值觀對承受工作壓力的影響,以工作自主性為干擾變數。經由相關文獻的蒐集與研究,整理出本研究之架構,透過抽樣問卷調查的方法,進行量化實證研究。共計回收356份有效樣本。
研究結果顯示,外在滿意與附加價值觀(和上司、同事的關係)對員工承受工作壓力具有顯著正向影響;當加入工作自主性為干擾變數時,其與員工工作壓力的承受能力具有顯著正向影響;當賦予員工工作自主性,它與外在價值觀(安全感)交互作用對員工承受工作壓力具有顯著正向影響;內在滿意對員工承受工作壓力雖未達顯著影響,但它仍預期方向一致,對員工承受工作壓力具有正向影響;企業若能滿足員工的外顯性需求(外在滿意、附加價值觀、外在價值觀)與賦予工作自主性,讓員工體認責任感與成就感,對提升員工承受工作壓力的能力具有顯著正向影響,內顯性需求(內在滿意、內在價值觀)對提升員工承受工作壓力無顯著正向影響。
隨著資訊科技的進步,工作型態的改變,人們對工作的認知也不一定如預期,建議可持續追蹤此影響,相關地研究結果會對企業經營實務有所助益。
The purpose of this study is to explore the impact of job satisfaction and work val-ues on employees' ability to undertake work stress in workplace. Job autonomy is used as the moderator to explore their interactions. The research framework is formulated through literature reviews. With survey sampling method to conduct the quantitative empirical research, a total of 356 valid questionnaires were collected.
The results showed that extrinsic satisfaction and added-on job values (relations with supervisors and colleagues) have positive effects on employees’ ability to undertake work stress significantly, while job autonomy as the moderator will have positive influ-ence on the ability to undertake the job stress. When giving employees job autonomy at work, its interaction with extrinsic values (sense of safety) has a positive effects on em-ployees' ability to undertake work stress significantly; however intrinsic satisfaction does not have a significant impact on employees’ ability to undertake work stress, but it still has positive effect as expected. In workplace, if the management team can meet employees' extrinsic needs (extrinsic satisfaction, added-on values, extrinsic values), give job autonomy, and make employees recognize their sense of responsibility and ac-complishment, that will bring out a positive impact on their ability to undertake stress. However, the intrinsic needs (intrinsic satisfaction, intrinsic values) have no positive ef-fect on employees’ ability to undertake work stress.
With the advancement of information technology and the changes in work types, people’s perceptions of work are not necessarily as expected. It is recommended flow-up researches can be continued to investigate its impact, which will be beneficial to busi-ness practices.