資源、能力與藥業員工幸福感的關聯：知覺組織支持的調節作用

Abstract

隨著資本觀念的改變，競爭優勢的來源已然從傳統物質化的廠房設備轉變為抽象的正向心理資本。本研究從正向心理學及資源保存理論出發，探討影響醫藥產業員工幸福感之可能因素，定義員工幸福感涵括：主觀幸福感、工作滿意度、工作投入。結果發現：自我效能、個人環境適配、職家增益咸關乎員工幸福感而知覺組織支持調節工作壓力(負荷)、工作資源和員工幸福感之間的關係。一旦知覺組織支持(重視員工貢獻、關懷員工福祉)降低可能加重工作負荷之惡化幸福感效果而知覺組織支持愈高亦可能削弱工作資源對幸福感之影響，蓋知覺組織支持原本就是主張當個人自認為受到組織的重視，將產生心理層面的回饋感，即認為自己有責任義務回饋本身所擁有的資源給予組織，由於較在乎人際關係和他人觀感所以反而比較不易向主管請假處理家中私事。近來工作與生活平衡廣受企業界重視，人們一生具備多重人生角色，惟職家未必衝突也可能是雙向增益從而促進員工幸福感。過去的研究多著墨在幸福感後果，如工作投入，殊不知工作投入本身可能為員工幸福感之一環。本研究採便利抽樣共回收有效問卷282份，研究模型配適度良好，裨益於醫藥產業工作者尋求企業幸福力之來源，但囿於資料收集的侷限性而無法推及全國，研究結果顯示：性別、年齡、婚姻狀態、教育程度、工作職務和服務產業等人口統計變項與員工幸福感無關。

With the advancement of capital concept, industry competitive advantage has changed from traditional economic capital to abstract positive psychological capital. This research is based on positive psychology and conservation of resources theory to discuss the possible antecedents of employee well-being in pharmaceutical industry, wherein employee well-being is defined as a term composed of subjective well-being, work engagement and job satisfaction. Results indicate that self-efficacy, person-environment fit and work-family enrichment are related to employee well-being. Perceived organizational support, POS is a moderator among workload, work resource and employee well-being. Low level of POS will bring about worse impact of workload on employee well-being, while high level of POS will diminish positive influence of work resource on employee well-being, which is caused by a phenomenon that employees hesitate to draw on work resource due to POS defined by a socioemotional perception regarding individual perceived respect from their organizations. POS would make employees concern social perspective and produce a psychological feedback such as a felt obligation to care about organization’s welfare and an embarrassment in taking a personal leave for private affairs. Since human beings play lots of roles in their life, work-life balance turns out to be prevailing currently; nevertheless, work-family conflict is not always inevitable, i.e. work-family enrichment is a possible royal road to employee well-being. The past reports put more emphases on the outcome of well-being such as work engagement. Work engagement might be a kind of employee well-being per se. This research is based on convenience sampling including 282 valid questionnaires whose research model has proven to be fit. It is beneficial to pharmaceutical workers’ figuring out the source of well-being, yet inappropriate to apply result to the whole country or jump to conclusion due to limited data. Demographic variables in this paper such as age, gender, marriage, educational status, job title and working industry are irrelevant to employee well-being.