| dc.description.abstract | After the economic crisis of 2009, many companies have closed down in last year. That pushes the companies to re-examine the inside of “flexibility” measures in order to survive from the economic storm.
Flexibility is the new capability of a organization. Why organization needs to keep flexibility? The answer is the globalization competence. To achieve this goal, the best way for the organization is to keep the flexibility. Especially the “Functional Flexibility”, because the functional flexibility allows the organization could assign the different models of work systems such as job enlargement, job enrichment, job rotation, and semi- autonomous work groups. And some scholars assume that higher functional flexibility leads to more satisfied and motivated employees and thus to higher labor productivity (Cordery, Sevastos, Mueller, & Parker, 1993).
But in the object of this study it seems different; the functional flexibility is not exactly having the positive connection with job satisfaction, I try to find the connection with functional flexibility and job satisfaction.
In this study, I try to find out the connection between the perception of functional flexibility climate and job satisfaction; and take job demands and job autonomy as an intervening variable;
The results of this study are shown as follows:
1. the ＂Job demands＂ and ＂Job autonomy＂ as a mediating variable between “the perception of functional flexibility climate” and “Job satisfaction “.
2. Relationship of the perception of functional flexibility climate” and “Job satisfaction “is by case.
Keywords: Functional flexibility, Job satisfaction, Job demands, Job autonomy
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