使用 Herzberg 雙因子理論探討台灣地區自由譯者和組織內譯者之工作滿意度

Abstract

全球化驅動自由、組織內的口譯需求提升。然而，雖然已知工作滿意度和生活滿意度息息相關，自由譯者與組織內譯者之間的工作滿意度比較依然缺乏大量研究。該報告旨在透過雙因子理論比較不同工作因子對於自由口譯和組織內口譯會產生工作滿意度還是不滿意度。雙因子理論指出，工作滿意度是由滿意度和不滿意度兩個光譜所形成的。增加後會提升工作滿意度的因子被稱為激勵因子，而降低後會提升工作不滿意度的因子被稱為保健因子。激勵因子的減少不會讓員工產生不滿意度，相對的，保健因子的提升也不會讓員工感到滿意。為了解使自由口譯和組織內口譯感到滿意和不滿意的因子，筆者在網路上發布線上問卷，對象是在台灣地區從事口譯工作的譯者。受訪者需填寫其工作性質和回覆與因子相關的問題。受訪結果透過t檢定、ANOVA和皮爾森積動差相關係數進行分析，發現自由口譯和組織內口譯滿意度和不滿意度之間確實存在差距，指向兩者之間所看重的因子可能有做不同。Globalization has resulted in an increasing demand for interpreters on a freelance and in-house capacity. While it is well-established that job satisfaction has a correlation with life satisfaction, there is little comparative research into job satisfaction among freelance and in-house interpreters. This study aims to compare how different factors drive job satisfaction and dissatisfaction across freelance and in-house interpreters using the Motivator-Hygiene Theory, a theory on job satisfaction arguing that there are two spectrums: job satisfaction and dissatisfaction. Factors contributing to job satisfaction are motivators while factors contributing to job dissatisfaction are hygiene factors. To determine the difference across freelance and in-house interpreters regarding what drives satisfaction and dissatisfaction, an online survey was distributed to working interpreters in Taiwan. Respondents were asked to identify their employment type and answer a set of questions relating to specific factors. Responses were analyzed using t-test, ANOVA, Pearson Correlation Coefficient. The results showed a difference in the factors that contribute to satisfaction and dissatisfaction across the two employment types and suggests that freelance and in-house interpreters do value different factors differently.