工作樂趣對員工敬業的影響–員工脈絡績效之調節效果

Abstract

本研究旨在探討工作樂趣對員工敬業的影響，並進一步檢視脈絡績效在兩者關係中的調節作用。本研究以研究者任職公司之員工為研究對象，採用次級資料與問卷調查方式蒐集資料，透過三個不同時間點取得數據進行分析。其中次級資料包括公司內部員工敬業調查結果與員工績效評核記錄；問卷部分則透過回譯法翻譯國外相關量表，最終有效樣本數為140份。統計分析結果顯示：（1）工作樂趣之整體感受對員工敬業具有顯著的正向影響；（2）脈絡績效在樂趣活動與員工敬業之間具有微顯著的調節作用，進一步的交互作用分析指出，當員工的脈絡績效表現越佳（例如展現更多組織公民行為、主動協助同事），工作樂趣之樂趣活動對員工敬業的正向影響會更為明顯。（3）脈絡績效在工作樂趣之整體感受與員工敬業之間，亦具有微顯著的調節作用。交互作用分析顯示，當員工脈絡績效較低時，工作樂趣的整體感受對其敬業程度的提升效果較為明顯；相對地，當員工脈絡績效較高時，整體感受雖然同樣能提升敬業程度，但其增幅相對較小。本研究結果對管理實務提出建議，企業應重視提升員工的工作樂趣，以有效提升員工敬業程度，達成更佳的組織效能。

This study examines the impact of workplace fun on employee engagement and the moderating role of contextual performance. Using employees from the researcher’s company as subjects, data were collected through secondary sources and questionnaires at three different time points, yielding 140 valid samples. Secondary data included internal engagement surveys and performance appraisals, while questionnaires were translated using the back-translation method. Results show: (1) General thoughts of workplace fun significantly and positively affects employee engagement; (2) Contextual performance marginally moderates the relationship between fun activities and engagement, with higher contextual performance strengthening this positive effect; (3) Contextual performance also marginally moderates the link between general thoughts of workplace fun and engagement, with the impact of workplace fun being stronger for employees with lower contextual performance. The study suggests that organizations should enhance strategies for workplace fun to improve engagement and organizational effectiveness.