華人工作價值與工作契合度對工作滿意度與組織承諾度的影響

The Effect of Chinese Work Values and Person and Work Fit on Job Satisfaction and Organization Commitment

王叢桂(Chung-Kwei Wang)；羅國英(Kuo-Ying Lo)

工作滿意度 ； 價值與工作契合度 ； 組織情感承諾度 ； chinese work values ； job satisfaction ； organization commitment ； person-work fit

應用心理研究

48期（2010 / 12 / 01）

199 - 238

繁體中文

研究者根據華人雙文化自我理論建構華人工作目的與工具價值量表，並藉此量表探索台灣與大陸地區工作者的工作與其價值的契合度是否可以預測工作滿意度及組織情感承諾。相關分析顯示目的與工具價值契合度與工作滿意度的關聯高於組織承諾，內在酬賞價值的關聯度又普遍大於外在酬賞。迴歸分析顯示價值契合對工作滿意度及組織承諾有不同的預測模式：工作滿意度的預測變數集中在個人取向的價值契合度；預測組織承諾時則同時包括個人取向與社會取向的價值契合。研究結果支持華人工作目的價值量表具有建構效度，也相當符合研究者根據文獻以及華人特性所做的推論，包括工作滿意度與組織承諾可能受到不同價值評價歷程的影響。在工具價值方面，工作與個人取向內在修養的工具價值如積極進取與好奇開放價值的契合者，會有較高的工作滿意度。上述價值變項加入社會取向內在修養的負責自律價值契合度可以預測組織情感承諾。

The present study aimed to explore if work type and work-value fit can be used to predict job satisfaction and organization commitment in workers in China and Taiwan. A self-developed Chinese work objective and instrumental value scale based on K. S. Yang’s 2004 ”bicultural elf” was used, and it was found that work objective and instrumental value are more related to job satisfaction than organization commitment, to which intrinsic rewards show higher correlations than extrinsic ones. Results of regression analyses yielded different models for predicting job satisfaction and organization commitment when using work-value fit as a predictor. Job satisfaction predictors centralize around personal approaches toward work-values fit, while organization commitment predictors include both personal and social approaches. The results demonstrate construct validity for the newly-developed scale as well as support for the inferences made based on the existing literature and Chinese characteristics, including the assumption that Job satisfaction and organization commitment may be affected by different value-evaluation processes. Individual-oriented intrinsic self-actualization, spiritual development values, extrinsic material reward, autonomous life values, social oriented social respect and trustful relationship values can be used as predictors of organization commitment, as well as positive and aggressive work-values fit, curiosity, and open-mindedness. Positive and aggressive work-values, curiosity, and open-mindedness can significantly predict job satisfaction. Positive and aggressive work-values, curiosity, open-mindedness, reliability and self-discipline values can significantly predict organization commitment.

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