從營利組織轉職至非營利組織員工之工作意義感與留任意願相關探討

陳怡均

doi:10.6342/NTU.2014.02342

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从营利组织转职至非营利组织员工之工作意义感与留任意愿相关探讨

The Meaning of Work and Intention to Stay of Employees that Transferred from Profit Organizations to Non-profit Organizations

陈怡均 , 硕士　　导师：郑伯埙　　

繁体中文 DOI： 10.6342/NTU.2014.02342

非营利组织；留任；工作意义感形塑；质性研究； Non-Profit Organization ； retention ； the meaning of work shaping ； qualitative research

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摘要 │ 参考文献 (63) │ 国际计量

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Non-profit organizations, when compared to general profit organizations, generally lack resources and would seemed less attractive for high talent employees. Thus, the retention of valuable employees posses as an important issue to Non-profit organizations. However, previous studies had rarely focused on the retention effect of meaning of work and the shaping process of meaning of work is even less discussed. To resolve this issue, qualitative research methods was used in this study, specifically, semi-structured interview were used as tools for data collection. 10 employees of Non-Profit Organizations who had previous working experiences in general profit organizations were recruited for this study. The findings suggested that the shaping of meaning of work is through four stages:”exploration: positive self-feeling”, “shaping: self-practice”, “intensify: self-improvement”, “sublimation: self-transcendence”. The advancement through the stages is affected by personal and environmental factors such as the encouragement of organizations for employees to participate in frontline service activities, employees’ belief, feedback, and friendly organizational environment. If employees can advance through the stages then they can satisfy their needs of pursuing goals, and fulfilling goals. It can further enhance the employees’ self-efficacy, self-worth, and self-value. Lastly, if the organizations can satisfy the employees need to have a meaning of life, their retention rate would be enhanced. Contributions, implications, limits and future directions are discussed.

参考文献 ( 63 ) 〈TOP〉

林家五、胡宛仙（2011）。非营利组织之组织认定归类模式：利益关系者理论观点。「台大管理论丛」，22（1），97-134。
连结：
瞿海源、毕恒达、刘长萱、杨国枢（2012）。社会及行为科学研究法-质性研究法。
连结：
Andersson, L. M. (1996). Employee cynicism: an examination using a contract violation framework. Human Relations, 49, 1395-1417.
连结：
Aquino, K. Griffeth, R. W., Allen, D. G., & Hom, P. W. (1997). Integrating justice constructs into the turnover process: a test of a referent cognitions model. The Academy of Management Journal, 40(5), 1208-1277.
连结：
Brown, W. A., & Yoshioka, C. F. (2003). Mission attachment and satisfaction as factors in employee retention. Nonprofit management & leadership, 14(1). 5-18.
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使用DOI作为永久连结

引用含有DOI的文献

DOI可强化引用精确性、增强学术圈连结，并给予使用者跨平台的良好使用经验，目前在全世界已有超过五千万个对象申请DOI。 如想对DOI的使用与概念有进一步了解，请参考 （ ） 。

DOI可强化引用精确性、增强学术圈连结，并给予使用者跨平台的良好使用经验，目前在全世界已有超过五千万个对象申请DOI。如想对DOI的使用与概念有进一步了解，请参考（）。