內外控人格特質與授權賦能認知對工作滿足之影響－以金融保險業為例

A Study of Locus of Control and Empowerment Cognitions Influence on Job Satisfactions: Case of Financial Insurance Industry

10.6147/JHRM.2003.0301.01

羅世輝(Shih-Hui Lo)；湯雅云(Ya-Yuian Tang)

授權賦能 ； 內外控人格特質 ； 工作滿足 ； empowerment ； locus of control ； job satisfaction

人力資源管理學報

3卷1期（2003 / 03 / 01）

1 - 19

繁體中文

本研究主要探討員工授權賦能之心理狀態，包含員工對於工作目標之意義、員工於執行工作時之自我效能、自我決定、影響力之認知等。由於員工行為受其認知影響，而這些認知又與其個人特質有關，進而影響其工作滿足感的程度，故本研究藉由個人特質之內外控構面對授權賦能認知之影響，進而探討對工作滿足感的影響。研究結果顯示，偏內控傾向之員工對授權賦能認知的程度較高，除此之外，授權賦能認知之提昇，也會增加員工之工作滿足。因此當組織實施授權賦能，而員工的效能未達組織目標時，本研究建議組織可先從員工之人格特質與授權賦能認知二方面探討造成授權賦能效果不佳的原因，並針對不同人格特質的員工施與不同的管理方法，才能有效地提昇組織的績效，使授權賦能後的員工產生工作滿足，進而提升工作績效。

The major purpose of this research was to explore the employees' psychological states while they empowered. The employees' empowered cognitions which are the meaning of the jobs, their self-efficacy, self-determination and impact of their jobs. Then, employees' locus of control personality was examined as well to understand their influence on the relationship between employees' empowered cognitions and job satisfactions. Results of this study showed as below; when internals' employees perceived empowerment as positive equal internals superior to externals have positive cognitions of empowerment. Moreover, improving empowerment cognitions also could increase job satisfactions. The results also proved that internals could significantly influence on their cognitions of empowerment, and then increasing their job satisfactions. Therefore, while organizational empowerment in practice; we suggested that organization might examine about the employees' locus of control, and treat them with different managerial method. Therefore, organizational empowered would be get better performance, also increase employees' job satisfactions.

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