信仰型非營利組織靈性管理對人力資源發展之影響－以基督信仰型非營利組織為例

The Influences of Faith-Based Organizations Spiritual Management on Human Resource Development-In the Case of Christian FBO

郭儆承(CHING-CHENG KUO)；黃浩然(HAW-RAN WONG)

信仰型非營利組織 ； 靈性管理 ； Faith-Based Organizations ； Spiritual Management

輔仁管理評論

24卷3期（2017 / 09 / 01）

57 - 78

繁體中文

非營利組織的使命陳述中，通常含有其存在的核心價值與意義，而具有特定信仰背景的信仰型非營利組織，其信仰內涵中的靈性價值可被視作組織重要的理念、目標及任務的整合機制，故組織在傳遞核心價值及促進成員承諾上，靈性管理措施扮演著關鍵性的角色。因此，本研究以信仰型非營利組織為研究對象，探討其自特定信仰背景下所發展而出的靈性管理工作對人力資源發展所帶來的影響及其功能。本研究採用深度訪談法，分別對兩間基督信仰型非營利組織之成員進行訪問，研究發現靈性管理策略可分為「靈性契合」、「靈性文化」、「靈性教育」等三大構面；「靈性契合」係指個人與組織雙方對於價值信念的共識程度，契合程度愈高，則有助成員與組織之間的溝通及共識；「靈性文化」乃指在信仰價值涉入職場所型塑而出的工作氛圍及理念價值，當靈性文化愈明確時，將有助組織確立其發展方向並維持職場倫理及秩序、「靈性教育」則指組織為協助員工靈性方面之成長所擬定的教育計畫，藉由靈性教育之實施，組織得以傳遞其信念價值，同時亦能滿足成員的靈性需求，促進成員心靈之健康；故本研究結果顯示信仰型非營利組織靈性管理之執行，對於人力資源發展上實具有顯著的正向影響。

The mission statement of a non-profit organization usually conveys the core values and meanings of its existence. As far as a non-profit organization with specific religious background is concerned, its spiritual values can be viewed as the mechanism which integrates its key visions, goals and missions. Therefore, spiritual management measures play an important role in transmitting an organization's core values and promoting its commitment to its members. In view of this, this study examined faith-based organizations with specific religious believes in the functions and influence of their spiritual management measures merged from their religious background. This study used in-depth interview method to interview members of two Faith-Based Organizations and found out that three facets lied in spiritual management measures, including ＂Spiritual Affinity＂, ＂Spiritual Culture＂ and ＂Spiritual Education.＂ The ＂Spiritual Affinity＂ referred to the degree of a common consensus reached between an organization and its individual members. A higher level of the spiritual affinity was conducive to the communication and the formation of common consensus. The ＂Spiritual Culture＂ indicated the work atmosphere, visions and values created in the work environment when religious values were introduced. A clear and definite spiritual culture contributed to establish its directions of development and to maintain workplace ethics and orders in the organization. The ＂Spiritual Education＂ signified the educational plans made by the organization to assist its employees in spiritual growth. By introducing spiritual education, the organization was able to convey its faithful values, to meet the spiritual needs of its members and to promote mental health of members. The results of this study indicate the spiritual management measures executed by Faith-Based organizations carry significantly positive influence on human resource development.

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