職家衝突、職場友誼對幸福感與敬業貢獻度之影響—以組織氣候為調節變項

Abstract

在面臨全球化與資訊科技發達等競爭激烈環境中，企業欲維持優良的核心競爭能力，良好的服務是企業關鍵優勢之一。2008年金融危機爆發後，客戶對金融商品信心直直低落，為了提升客戶需求與在金融市場中擁有一片天地，持續創造良好服務滿足顧客才能維持金融產業公司的生存。而廣大的金融產業背後，是許多的金融員工來支撐，因此員工工作上敬業的態度必然為金融業競爭的實力，研究亦證實，優良工作態度讓員工有更良好的工作結果。本研究旨在探討職家衝突、職場友誼、幸福感與敬業貢獻度之間的關聯性，並以幸福感為中介變項，組織氣候為調節變項，分析組織氣候在幸福感與敬業貢獻度之間是否具有調節效果。而本研究之研究對象為十家金融產業公司各部門員工，使用便利抽樣方式運用Google電子問卷及E-mail網路問卷、紙本郵寄及委託人力等各種方式來發放問卷，共回收414個有效樣本。 本研究經由資料實證分析，研究結果顯示：（1）職家衝突對敬業貢獻度具有負向影響。（2）職場友誼對敬業貢獻度具有正向影響（3）幸福感對職家衝突、職場友誼與敬業貢獻度具有中介效果。從研究結果希望能夠提供金融產業主管在實務上運用時參考。若主管能有效提升員工職場友誼，進而激勵員工幸福感，便能使組織員工的敬業貢獻度大幅度的提升。Good service is a crucial factor if an organization wants to survive and grow in the globalizational and competitive environment. To increase customer confidence after the Great Recession, keep creating good service is the way for finance corporation. And the employees are the elements of the finance corporations, so the employees’ good work attitude are impotent for finance industry. This study aims to examine the correlation among work-family conflict, workplace friendship, and the work engagement. Well-being is served as the mediation variable. Hierarchical regression is used to analyze the mediation effect coming from well-being in work-family conflict, workplace friendship and work engagement. Meanwhile, organizational climate is the moderator variable to analyze the effects between well-being and work engagement. The object of this study are the financial corporation employees. The empirical data are collected by E-mail and mail. The total of the valid samples are 414. The results showed: (1) Work-family conflict have a negative impact on well-being. (2) Well-being has a positive impact on work engagement. (3) work-family conflict has a negative impact on work engagement. (4)The mediation of well-being in work-family conflict effecting on work engagement is complete. (5) Workplace friendship has a positive impact on well-being. (6) Workplace friendship has a positive impact on work engagement. (7)The mediation of well-being in workplace friendship effecting on work engagement is only partial. (8) Organizational climate has no moderating effects on Well-being influencing work engagement. We hope that the research results can be a useful reference for formulating organizational strategies.