商業設計人員工作壓力對工作滿意度之研究-以待遇滿足感為調節變項
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2015
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台灣企業界普遍將設計從業人員視為基層雇員而非專業技術人員，從設計人員的職位要求與薪資水準的不成比例可略知。專業的設計人員被要求具備獨立作業能力、負責任感、具備溝通與解決問題之態度與能力及具備一定程度以上之設計應用經驗。國內設計從業者職務多為「責任制」，勞工為了保住工作，必須更容忍制度上的剝削，工作量大、趕工壓力、休假少、沒有足夠時間放鬆身心，加上同業競爭者多，導致身心健康問題愈趨嚴重，工作滿意度也因此逐漸下降，失去了對工作的熱誠。
基於上述動機，本研究探討商業設計人員工作壓力與工作滿意度現況，並分析變項之間的相關與差異情形；基於待遇滿足感常是影響工作滿意度的要素之一，因此置入「待遇滿足感」為調節變項，探討是否對影響商業設計人員工作壓力與工作滿意度產生交互作用。
本研究採用問卷調查法，主要參考陸洛（1994）所編製的「工作壓力」與「工作滿意度量表」與Heneman and Schwab（1985）編製的「待遇滿足量表」進行調查。針對國內設計從業人員發放80份問卷，有效問卷共計65份，回收率為81%。
研究結論如下：
1. 商業設計人員人數女多於男，以未婚居多，大多數商業設計人員屬低階職位，並且總收入以「30萬以上不滿40萬」為最多。
2. 商業設計人員工作壓力與工作滿意度具負相關。
3. 商業設計人員待遇滿足感與工作滿意度具正相關。
4. 不同性別、職位商業設計人員其工作壓力有差異。
5. 不同性別、職位、年資及婚姻狀態商業設計人員其工作滿意度有差異。
6. 不同性別、年資商業設計人員其待遇滿足感有差異。
7. 不同程度之待遇滿足感其工作壓力沒有差異。
8. 不同程度之待遇滿足感其工作滿意度有差異。
9. 商業設計人員的工作壓力對其工作滿意度有預測力。
10. 不同待遇滿足感在工作壓力對工作滿意度的影響上不具調節效果。
In the system of Taiwan, designers were required to have the ability to work independently with responsibility, communication skills, problem-solving ability, and experience in design applications. Tasks are assigned to labors of designer as form of "accountability". In order to keep their jobs, they had to tolerate institutional exploitation such as heavy workload, rush pressure, less vacation, and lack of rest. The exploitation caused health problem both physically and mentally to the labors. As a result, labors lost job satisfaction and also enthusiasm for designing work. Based on the above problem, the study was to investigate the status of commercial designers’ job satisfaction and job stress, and analysis of variables associated with differences between circumstances. Since “Pay Satisfaction” is a great factor of job satisfaction, we arrange “Pay Satisfaction” as Moderator to see if it interacts with Job Stress and Job Satisfaction in commercial designer. In this study, the entire population are 80 employees working in commercial design field in Taiwan, and 65 valid questionnaires were collected, the effective response rate was 81%. The data were analyzed using the statistical methods of factor analysis, descriptive statistics, t-test, One-way ANOVA, Pearson’s product-moment correlation, and multiple regression analysis using a package of SPSS 22.0. 1. The number of commercial designers: women were more than men, mostly unmarried, most commercial designers were grassroots positions, and the total income of the most were "300,000 to 400,000" NTD. 2. Commercial designers’ job stress and job satisfaction had a negative correlation. 3. Commercial Designers’ pay satisfaction and job satisfaction had a positively correlated. 4. Different gender, job position result different job pressure levels. 5. Different gender, job position, marital status and seniority result different job satisfaction. 6. Different gender and seniority result different pay satisfaction. 7. Different degrees of pay satisfaction did not differ in their job stress. 8. Different degrees of pay satisfaction differed in their job satisfaction. 9. Commercial designers’ job stress had predictive power of job satisfaction. 10. Pay Satisfaction had no effect on relationship between Job Stress and Job Satisfaction.
In the system of Taiwan, designers were required to have the ability to work independently with responsibility, communication skills, problem-solving ability, and experience in design applications. Tasks are assigned to labors of designer as form of "accountability". In order to keep their jobs, they had to tolerate institutional exploitation such as heavy workload, rush pressure, less vacation, and lack of rest. The exploitation caused health problem both physically and mentally to the labors. As a result, labors lost job satisfaction and also enthusiasm for designing work. Based on the above problem, the study was to investigate the status of commercial designers’ job satisfaction and job stress, and analysis of variables associated with differences between circumstances. Since “Pay Satisfaction” is a great factor of job satisfaction, we arrange “Pay Satisfaction” as Moderator to see if it interacts with Job Stress and Job Satisfaction in commercial designer. In this study, the entire population are 80 employees working in commercial design field in Taiwan, and 65 valid questionnaires were collected, the effective response rate was 81%. The data were analyzed using the statistical methods of factor analysis, descriptive statistics, t-test, One-way ANOVA, Pearson’s product-moment correlation, and multiple regression analysis using a package of SPSS 22.0. 1. The number of commercial designers: women were more than men, mostly unmarried, most commercial designers were grassroots positions, and the total income of the most were "300,000 to 400,000" NTD. 2. Commercial designers’ job stress and job satisfaction had a negative correlation. 3. Commercial Designers’ pay satisfaction and job satisfaction had a positively correlated. 4. Different gender, job position result different job pressure levels. 5. Different gender, job position, marital status and seniority result different job satisfaction. 6. Different gender and seniority result different pay satisfaction. 7. Different degrees of pay satisfaction did not differ in their job stress. 8. Different degrees of pay satisfaction differed in their job satisfaction. 9. Commercial designers’ job stress had predictive power of job satisfaction. 10. Pay Satisfaction had no effect on relationship between Job Stress and Job Satisfaction.
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Keywords
商業設計, 商業設計人員, 工作壓力, 工作滿意度, 待遇滿足感, Commercial Design, Commercial Designer, Job Stress, Job Satisfaction, Pay Satisfaction