職業契合度、抗壓性對工作績效影響之跨層次分析:以生活型態進行探討 A Cross-level Analysis on the Impact of Occupational Fit and Anti-stress on Work Performance: A Lifestyle Approach

Date
2021
Authors
銀詠春
Ying, Yung Chun
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Abstract
本研究旨在了解個體的生活型態與其職業興趣之關係,以及影響企業組織員工的工作績效的因素。過去有不少組織相關研究探討了抗壓性和工作契合度對工作績效的影響,本研究則同時將個體的抗壓性、個體的生活型態與其職業群體的契合程度和工作績效之間的關係,一起納入考量,並且也探討不同層次的契合度、以及跨層次的契合度之間的交互作用對工作績效是否具有預測效果。本研究透過LOHAS生活型態問卷進行跨產業的調查,取得19個職業類別共735位正職員工受訪者的資料進行分析。根據所收集之資料進行HRK工作環境定位系統分析後,呈現個體的不同的生活型態對應了各自適合的工作職能與職業興趣偏好,以及以生活型態如何衡量個體之間的契合程度。而跨層次模型的分析結果顯示,個體的抗壓性對於工作績效具有顯著的正向預測效果;群體層次的職業契合度,對於工作績效也有顯著的正向影響;而個體層次的契合度以及跨層次的契合度的交互作用,對於個體的工作績效並無顯著的影響。最後,本研究依據實證分析之結果,提出對於學術上與企業組織的實務應用參考,並說明本研究之限制以及對於後續相關研究的建議。
This study examined the relationship between an individual's lifestyle and professional interests, as well as the factors that affect his/her work performance. The impact of anti-stress and work fit on work performance has long been a topic of research interest to organization-related studies and practitioners. While in this study the relationships among the individual anti-stress, occupational fit and work performance were explored. The possible roles of occupational group fit at the group level were also integrated through a cross-level model. This study conducted a cross-industry survey through the LOHAS Lifestyle Questionnaire, and collected data for analysis from 735 full-time employees in 19 occupational categories. Coupled with the Human Resource Knowledge (HRK) system analysis, the correlations among individual lifestyle and occupational interests were explained and the occupational fit between individuals were measured. The results of hierarchical linear regression showed that “anti-stress” at individual level and “occupational group fit” at the group level produced the significantly positive impacts on work performance of individuals. The “people-occupational group fit” at the individual level produced no significant impact on work performance, and the “occupational group fit” produced no significant moderating effect on the relationship between individual “people-occupational group fit” and work performance. Finally, the recommendations for future researchers and practical application were made based on the study findings, and the limitations and suggestions of the study were explained.
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生活型態, 抗壓性, 職業契合度, 工作績效, HRK工作環境定位系統, lifestyle, anti-stress, occupational fit, work performance, Human Resource Knowledge (HRK)
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