Psychological Empowerment Enhances Changes in Sport Service Job Performance and Job Satisfaction: The Moderating Role of Psychological Flexibility at Work

心理賦權對運動服務工作表現與工作滿足的影響：工作心理彈性的調節效果

10.5297/ser.201909_21(3).0001

郭哲君(Che-Chun Kuo)；張文馨(Wen Hsin Chang)；陳美燕(Mei-Yen Chen)；陳龍弘(Lung Hung Chen)

empowerment theory ； intrinsic motivation ； work outcomes ； 賦權理論 ； 內在動機 ； 工作結果

大專體育學刊

21卷3期（2019 / 09 / 30）

199 - 211

英文

Research has suggested that experiencing higher psychological empowerment leads to greater work effectiveness. Less explored, however, is the impact that other observable psychological variables may have on empowered employees, potentially improving job performance and job satisfaction over time. Identifying potential boundary conditions can broaden the understanding of empowerment theory and enable sport managers to design more effective training for employees. Accordingly, this study aimed to examine the effects of individual differences in psychological flexibility at work in moderating the association between psychological empowerment and changes in job performance and job satisfaction. Data were collected from 12 civil sport centers with a two-wave, time-lagged investigation. The results indicated that when sports service industry employees possess a high degree of work-related psychological flexibility, the positive effects that a perception of psychological empowerment exerts on job performance and job satisfaction are even further enhanced. Drawing on our findings, we conclude that it is beneficial and important for sports service employees to have a high level of psychological flexibility at work, since this ability reinforces employees' intrinsic motivation in pursuing and achieving greater work outcomes over time. Therefore, sports service industry organizations can enhance employees' personal performance and job satisfaction through empowering their employees while recruiting employees who possess psychological resilience, and designing specific employee training interventions for those who do not.

過去研究已證實心理賦權能夠促進個人的工作效率，然而對於員工在何種特定條件下能夠增進心理賦權對工作表現與工作滿足的效果則較少受到關注，檢驗特定的邊界條件則可擴展對於賦權理論的理解，並有助於運動管理實務工作者設計更合適的員工培育訓練。因此，本研究提出工作心理彈性為調節變項，其目的在於進一步探討其與心理賦權對於工作表現及工作滿足的調節效果。以12所市民運動中心員工為研究對象，採時間間隔法進行二次問卷調查。結果發現當運動服務業員工具有高度的工作心理彈性能力時，會進一步強化心理賦權知覺對於工作表現與工作滿足的正向效果。本研究結論為運動服務業員工具有良好的工作心理彈性能力是重要且有益的，良好的心理彈性能力可強化個人的內在動機，進而增進並達成良好的工作結果。據此，運動服務業組織可藉由招募具有良好心理彈性能力的運動服務員工，或是透過特定的員工訓練介入來強化員工的心理彈性能力，以增進員工個人的工作表現與工作滿意度。

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