幸福感成為近年來備受廣泛關注之議題，企業建立幸福的職場環境並吸引合 適的人才，對於組織績效與企業發展具有重要的影響。本研究旨在探討核心自我 評價與員工幸福感、敬業精神與建言行為之間的關係，並檢視組織支持的調節作 用。本研究透過線上問卷調查，對各行業的全職員工進行資料蒐集，獲得 342 份 有效問卷，並以此進行資料分析與驗證研究架構與假設。研究結果顯示:(1)核心 自我評價與員工幸福感具有正向關係;(2)員工幸福感與敬業精神具有正向關係; (3)員工幸福感與建言行為有正向的關係。此外，本研究亦證實員工幸福感會中介 核心自我評價與敬業精神、建言行為之間的關係。基於上述研究結果，本研究提 出管理意涵以及未來研究之相關建議。;The concept of well-being has garnered widespread attention among scholars and practitioners due to its effect on enhancing performance and attracting talent for organizations. This research aims to investigate the relationships among employee’s core self-evaluation, well-being, job engagement, and voicing behavior. The moderation of employee’s perceived organizational support is also examined. 342 copies of valid responses from full-time employees were collected from online survey. Data were analyzed and research results demonstrated that employee core self- evaluation is positively related to their well-being. Employee well-being is positively related to their job engagement and voicing behavior. Besides, employee well-being mediates the relationship between their core self-evaluation and job engagement as well as voicing behavior. Contrary to the hypothesis, perceived organizational support did not moderate the relationship between the core self-evaluation and employee well- being. Drawn on the findings, managerial implications and future research recommendation are thus discussed.
