員工幸福感的意涵與影響因素之探討
黃煥榮
《摘要》
近年來員工幸福感已成為組織學者所關切的重要研究主題，本文藉由比較公部門、私部門及非營利部門，來探討員工幸福感的意義，及其影響前因。首先，本文提出三項主要研究問題，包括第一，員工幸福感的意義？其概念包含哪些層面？第二，三大部門員工對於幸福感的認知情況為何？三者之間是否有顯著的差異？第三，在我國的系絡下，影響幸福感主要的個人因素和組織因素有哪些？而這些因素對於幸福感各種層面的影響程度為何？其次，本文檢視幸福感的兩種傳統理論之後，提出一項整合的觀點來衡量員工幸福感，此架構中影響幸福感的前因包括個人屬性、部門特性及工作特性等因素。再者，本文採用次級資料分析法，以中央研究院調查資料中心的「台灣地區社會變遷基本調查計畫」第七期第一次工作與生活組調查資料，並運用變異數分析及多元迴歸等方法進行統計分析及假設檢證。從研究結果顯示，公部門員工的幸福感並未如預期的顯著高於私部門和非營利部門；而影響員工幸福感主要的因素則有工作／家庭衝突，以及工作環境友善性等因素。最後，本文提供關於員工幸福感在理論和實務的建議，以供未來研究的參考。
[關鍵詞]：員工幸福感、主觀幸福感、心理幸福感、工作／家庭衝突
An Examination of the Meanings and Antecedents of Employee Well-being
Huan-Jung Huang
Abstract
In recent years, employee well-being has become an important research topic for organizational researchers. This paper explores the meanings and antecedents of employee well-being among public, private and non-profit sectors. To begin with, we address three sets of research questions about employee well-being. The first is about the meaning of employee well-being and the dimensions of the concept. Second, what is the perception of well-being among employees in the three major sectors? Is there a significant difference between them? Third, in the context of our country, what are the main personal and organizational factors that affect employee well-being? Moreover, to what extent do these factors affect various dimensions of well-being? After reviewing two traditions of research on well-being, we foster a more integrated approach to assessing and measuring employee well-being. It was found that factors associated with well-being, including personal backgrounds, work settings, and other organizational characteristics, could affect the consequences of well-being in the workplace. Then, a major test of our model involves the use of secondary data analysis -- data that was gathered from the Work and Life section of “Taiwan Social Change Survey” (2015, Round 7, Year 1) of Academia Sinica. Analysis of variance and multiple regression were used to analyze the data. Results showed that employee well-being in public sector was not significantly higher than that of private sector and non-profit sector as expected. Furthermore, employee well-being was predictive of gender, work/family conflict, and friendliness of work settings. Finally, the theoretical and practical implications of these results are discussed and potential areas for future research were proposed.
Keywords: employee well-being, subjective well-being, psychological well-being, work/family conflict