| 摘要: | 近年因Covid-19新冠疫情的影響，對社會產生重大衝擊，臺灣不少企業採取有別以往的傳統辦公模式，開始施行居家辦公，以維持企業正常運作。員工在面對新工作環境與環境中的種種壓力，追求幸福與快樂已成為現代人所追求的終極目標，因此如何在工作職場中使員工可獲得幸福感，成為各企業組織所重視之目標。若能有正向心態，便能提升工作表現，同時員工間的友善的企業文化是有效影響公司績效的重要因素，企業中友善職場的核心理念在於關注員工需求，完成他們在工作、待遇和生活三方面的需求，從而促進幸福感的提升。研究工具透過文獻探討建構「友善職場文化對工作投入影響問卷」，包含「工作投入」、「工作幸福感」、「友善職場文化」等三個構面，合計36題問項，並經預試完成信效度檢核後，進行正式施測。本研究採取立意抽樣，以在職勞工為對象，獲得302份問卷，經排除無效問卷3份，有效回收299份，有效問卷回收率為99％。數據採描述性分析用以了解友善職場文化現況，並透過迴歸分析以檢驗工作幸福感在友善職場文化與工作投入之間關係的中介效果。驗證性假設模型的資料來自為使本樣本具有多樣性並可推論至不同產業，本研究並未限制受試者產業及職業類別進行問卷調查。統計方法採偏最小平方法(partial least squares, PLS)估計理論模型，分析結果支持工作幸福感具有顯著中介效果。研究結果提出相應策略，期能透過推動制定友善職場文化，使勞雇雙方彼此互相尊重與合作，藉此提升員工在工作中所產生的正向回饋，提高員工工作投入，同時也可提升企業績效與形象，打造雙贏局面。
In recent years, the Covid-19 pandemic has had a significant impact on society, leading many companies in Taiwan to adopt non-traditional work arrangements such as remote work to maintain normal business operations. Pursuit of happiness and well-being has become the goal for modern individuals, especially in the face of new work environments and various pressures. Therefore, how to provide employees with a sense of happiness in the workplace has become a goal that organizations place great emphasis on. A positive mindset can enhance job performance, and a friendly corporate culture among employees is an important factor that can effectively influence company performance. The core concept of a friendly workplace culture is to meet the needs of employees in three areas: work, treatment, and life. This can contribute to an increase in employee happiness. To investigate the impact of a friendly workplace culture on job engagement, a questionnaire was constructed through literature review, entitled "The Impact of a Friendly Workplace Culture on Job Engagement Questionnaire". The samples included three constructs: "job engagement", "job satisfaction", and "friendly workplace culture", comprising a total of 36 items. After a pre-test to check reliability and validity, the questionnaire was officially administered. This study used purposive sampling to obtain 302 completed questionnaires from employed workers. After excluding 3 invalid questionnaires, 299 valid samples were collected, resulting in a valid response rate of 99%. Descriptive analysis was used to understand the status of the friendly workplace culture, and regression analysis was used to examine the mediating effect of job satisfaction on the relationship between friendly workplace culture and job engagement. The data for the confirmatory hypothesis model were obtained from a diverse sample of industries and occupations to allow for generalizability. The partial least squares (PLS) method was used to estimate the theoretical model, and the results supported the significant mediating effect of job satisfaction. The study proposes corresponding strategies to promote the development of a friendly workplace culture, which can foster mutual respect and cooperation between employers and employees, enhance positive feedback from employees in the workplace, increase employee job engagement, and improve company performance and image, ultimately creating a win-win situation. |
