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

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

10.6342/NTU.2014.02342

陳怡均

非營利組織 ； 留任 ； 工作意義感形塑 ； 質性研究 ； Non-Profit Organization ； retention ； the meaning of work shaping ； qualitative research

國立臺灣大學心理學系學位論文

2014年

碩士

鄭伯壎

繁體中文

非營利組織相較於一般營利組織，資源較為缺乏，對於高階人才的吸引力較為薄弱，因此如何有效留任有價值的員工，便是非營利組織的重要課題。然而，過去文獻較少從工作意義感的角度談論其對於員工留任所造成之影響，關於工作意義感的形塑歷程，更少有著墨。為解決上述問題，本研究以營利轉職至非營利組織員工為例，採用質性研究中的半結構式深度訪談作為資料蒐集的方法，共訪談10名員工。研究結果顯示，非營利組織之員工在工作意義感的形塑歷程中會經歷「探索：正向自我感受」、「形塑：自我實踐」、「深化：自我提升」以及「昇華：自我超越」等四個心理階段。而各階段的進入與否，會分別受到個人與情境影響因素中關於組織鼓勵員工參與一線服務活動、員工信念、各方回饋以及組織環境友善等因素影響。倘若能順利進入各階段，便能帶給員工關於目標追尋需求、目標實現需求、效能感需求、自我價值需求以及價值觀需求等不同層面的人生意義感需求之滿足。最後，當組織的工作場域能滿足員工人生意義感之需求時，便能提高其留任意願。最後則說明本研究在理論上的貢獻、管理實務上之意涵、研究限制以及未來研究的方向。

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.

1. 林家五、胡宛仙（2011）。非營利組織之組織認定歸類模式：利益關係者理論觀點。「臺大管理論叢」，22（1），97-134。
   連結：
2. 瞿海源、畢恆達、劉長萱、楊國樞（2012）。社會及行為科學研究法-質性研究法。
   連結：
3. Andersson, L. M. (1996). Employee cynicism: an examination using a contract violation framework. Human Relations, 49, 1395-1417.
   連結：
4. 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.
   連結：
5. Brown, W. A., & Yoshioka, C. F. (2003). Mission attachment and satisfaction as factors in employee retention. Nonprofit management & leadership, 14(1). 5-18.
   連結：
6. Cartwright, S., & Holmes, N. (2006). The meaning of work: challenge of regaining employee engagement and reducing cynicism. Human Resource Management Review, 16, 199-208.
   連結：
7. Coldwell, D. A., Billsberry, J., Meurs, N. V., & Marsh, P. J.（2008）The effects of person–organization ethical fit on employee attraction and retention: towards a testable explanatory model. Journal of Business Ethics, 78(4), 611-622.
   連結：
8. Drucker, P. F. (1990).Managing the non-profit organization : practices and principles.
   連結：
9. Eisenberger, R., Stinglhamber, F., Vandenberghe, C. (2002). Perceived supervisor support: contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
   連結：
10. Feldman, D. C. (1984). The development and enforcement of group norms. Academy of Management Review, 9(1), 47-53.
    連結：
11. Hackman, J. R., & Oldham, G. R. (1976). Development of the job diagnostic survey. Journal of Applied Psychology, 60, 159-170.
    連結：
12. Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). 5 turnover and retention research: a glance at the past, a closer review of the present, and a venture into the future. The Academy of Management Annals, 2(1), 231-274.
    連結：
13. Kahn, W. A. (2007). Meaningful connections: positive relationships and attachment at work. In J. E. Dutton & B. R. Ragins (Eds.), Exploring positive relationships at work: Building a theoretical and research foundation (pp. 189-206). Mahwah, NJ: Lawrence Erlbaum Associates.
    連結：
14. Kristof, A. L. (1996). Person-organization fit: an integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49, 1-49.
    連結：
15. Kim, S. E., & Lee, J. W. (2007). Is mission attachment an effective management tool for employee retention: an empirical analysis of a nonprofit human services agency. Review of Public Personnel Administration, 27(3), 227-248.
    連結：
16. Kwon, K., & Rupp, D. E. (2012). High-performer turnover and firm performance: the moderating role of human capital investment and firm reputation. Journal of Organizational Behavior, 34(1), 129-150.
    連結：
17. Milliman, J., Czapleurski, A. J., & Ferguson, J. (2003). Workplace spirituality and employee work attitudes: an exploratory empirical assessment. Journal of Organizational Change Management, 16(4), 426-447.
    連結：
18. Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522.
    連結：
19. Mitchell, T. R., Holtom, B. C., & Lee, T. W. (2001). How to keep your best employees: developing an effective retention policy. Academy of Management Executive, 15(4), 96-109.
    連結：
20. Mitchell, T. R., Holtom, B. C., Lee, T. W., & Erez, M. (2001). Why people stay: using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102-1121.
    連結：
21. Michaelson, C., Pratt, M. G., Grant, A. M., & Dunn, C. P. (2014). Meaningful work: connecting business ethics and organization studies. Journal of Business Ethics, 121(1), 77-90.
    連結：
22. Neck, C. P., & Milliman, J. F. (1994). Thought self-leadership: finding spiritual fulfillment in organizational life. Journal of managerial psychology, 9(6), 9-16.
    連結：
23. Ortlieb, R., & Sieben, B. (2012). How to safequard critical resources of professional and managerial staff: exploration of a taxonomy of resource retention strategies. The International Journal of Human Resource Management, 23(8), 1688-1704
    連結：
24. Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80(2), 151-176.
    連結：
25. Rycraft, J. R. (1994). The party isn’t over: The agency role in the retention of public child welfare caseworkers. Social Work, 39, 75–80
    連結：
26. Ryan, R. M., & Deci, E. L. (2000). Intrinsic and extrinsic motivations_classic definitions and new directions. Contemporary Educational Psychology, 25, 54-67.
    連結：
27. Salamon, L. M. (1992). America’s nonprofit sector: a primer. New York: Foundation Center.
    連結：
28. Salamon, L. M. (1995). Partners in public service: government-nonprofit relations in the modern welfare state. Baltimore: Johns Hopkins University Press.
    連結：
29. Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-453.
    連結：
30. Sheridan, J. E. (1992). Organizational culture and employee retention. The Academy of Management Journal, 35(5). 1036-1056.
    連結：
31. Turner, J. C. (1975). Social comparison and social identity: some prospects for intergroup behavior. European Journal of Social Psychology, 5, 5-34
    連結：
32. Vuori, T. (2012). Meaningfulness-making at work. Qualitative Research in Organizations and Management: An International Journal, 7(2), 231-248.
    連結：
33. Wolf, T. (1990). Managing a nonprofit organization. New York, NY: Prentice-Hall Press.
    連結：
34. Wood, J. V. (1989). Theory and research concerning social comparisons of personal attributes. Psychological Bulletin, 106, 231-248.
    連結：
35. Wrzesniewski, A., Dutton, J. E., & Debebe, G. (2003). Interpersonal sensemaking and the meaning of work. Research in Organizational Behavior, 25, 93-135.
    連結：
36. Yin, R. K. (1989). Case study research: Design and methods. Newbury Park, CA: Sage.
    連結：
37. 江明修（1999）。第三部門：經營策略與社會參與。台北：智勝文化。
38. 江明修（2002）。非營利管理。台北：智勝文化。
39. 江明修（2010年4月）。全球治理趨勢下非營利組織的發展與前瞻。「非營利組織的發展與前瞻研討會」發表之論文，中華救助總會。
40. 司徒達賢（1999）。非營利組織的經營管理。台北：天下遠見出版股份有限公司。
41. 許士軍（1990）。管理學。臺北市 : 臺灣東華。第十版。
42. 陸宛萍（2000）。非營利組織的人力資源規劃與管理。載於蕭新煌（主編），非營
43. 利部門：組織與運作（206-225頁）。高雄市：巨流圖書。
44. 蔡美蓉（2000）。志願工作者之組織社會化歷程及其關鍵影響因素：以一家宗教慈善組織為例。國立台灣大學心理學研究所碩士論文。
45. 劉麗雯（2004）。非營利組織：協調合作的社會福利服務。台北：雙葉書廊。
46. 鄭怡世（1999）。台灣非營利組織與企業組織合作募款模式之探討─以民間福利服務輸送型組織為例。東吳大學社會工作學系碩士班碩士論文。
47. 鄭伯壎、黃敏萍（2008）。實地研究中的案例研究。載於陳曉萍、徐淑英、樊景立、　
48. 　　鄭伯壎（主編）：「組織與管理研究的實證方法」（頁225-258）。臺北：華泰文化。
49. 臺北：東華書局。
50. Baumeister, R. F. (1991). Meaning of life. New York: Guilford.
51. Baumeister, R. F., & Vohs, K. D. (2002). The pursuit of meaningfulness in life. In: C. R. Snyder & S. J. Lopez (Eds), The Handbook of Positive Psychology (pp. 608-628). New York: Oxford University Press.
52. Blankertz, L. E., & Robinson, S. E. (1997). Turnover intentions of community mental health workers in psychosocial rehabilitation services. Community Mental Health Journal, 33, 517−529.
53. Brief, A. P., & Nord, W. R. (1990). Work and meaning: definition and interpretation. In A. P. Brief & W. R. Nord (Eds.), Meanings of occupational work (pp. 1-19). Lexington: Lexington Books.
54. Carney, T. F. (1990). Collaborative inquiry methology. Winsor, Ontario: University of Winsor.
55. New York: Harper Collins.
56. Frankl, V. E. (1985). Man’s search for meaning. New York: Washington Square Press.
57. Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Mass: Addison-Weslet.
58. Holbeche, L., & Springett, N. (2004). In search of meaning in the workplace. UK: Roffey Park Institute.
59. Hausknecht, J., Rodda, J. M. & Howard, M. J. (2008). Targeted employee retention : performance-based. Human Resource Management, 48(2), 269-288.
60. Mason, D. E. (1996). Leading and managing the expressive dimension: harnessing the hidden power source of the nonprofit sector. San Francisco: Jossey-Bass.
61. March, J. G., & Simon, H. A. (1958). Organizations. New York: Wiley.
62. Patton, M. (1990). Qualitative evaluation and research methods. Beverly Hills, CA: Sage Publications, Inc.
63. Strauss, A., & Corbin, J. (1998). Basics of qualitative research. London, UK: Sage Publications, Inc.