員工體驗、個人工作適配與工作敬業之關係：以員工決策參與為調節變項

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/97167

Please use this identifier to cite or link to this item: https://ir.lib.ncu.edu.tw/handle/987654321/97167

Title:	員工體驗、個人工作適配與工作敬業之關係：以員工決策參與為調節變項
Authors:	黃瑀彤;Huang, Yu-Tung
Contributors:	人力資源管理研究所
Keywords:	員工體驗;個人工作適配;工作敬業;員工決策參與;Employee Experience;Person-Job Fit;Employee Engagement;Employee Participation in Decision Making
Date:	2025-06-05
Issue Date:	2025-10-17 09:27:39 (UTC+8)
Publisher:	國立中央大學
Abstract:	人才為企業之重要戰略資源，亦為企業價值之主要創造者，故員工工作敬業一直為組織關注之焦點。為促使員工專注於組織成長，滿足其需求與期望日益顯得重要。在此背景下，以人為本之員工體驗遂成為關鍵要素，其中涵蓋科技環境、物理空間與文化環境三個構面。因此，本研究以員工體驗為核心，探討不同工作環境對個人工作適配與工作敬業之影響，並進一步檢視員工決策參與作為調節變項，對員工對工作環境的整體感知以及員工與工作之間的契合度帶來何種影響。本研究以「台灣地區企業，入職超過三個月之正式員工」為研究對象，採線上問卷形式進行資料搜集，並回收326份有效問卷。經由信效度分析、敘述統計與相關分析和迴歸分析後，研究結果顯示：（一）員工體驗之科技、物理空間與文化環境皆對工作敬業具有正向影響。（二）員工體驗之科技、物理空間與文化環境皆能有效預測員工主觀知覺個人工作適配。（三）個人工作適配在員工體驗與工作敬業之間具有中介效果。（四）員工決策參與與員工體驗和個人工作適配具有顯著正相關，但不具調節作用。本研究遂基於以上研究發現，提出相關實務意涵與管理建議，期能作為組織營造優質員工體驗、提升員工工作敬業之參考依據。;Talent is a critical strategic resource for enterprises and a primary creator of organizational value. As a result, Employee Engagement has long been a focal point of organizational attention. To enable employees to focus on driving organizational growth, meeting their needs and expectations has become increasingly important. Against this backdrop, Employee Experience, which is human-centered, has emerged as a key factor. Employee Experience can be categorized into three dimensions: technological environment, physical environment, and cultural environment. Therefore, this study centers on Employee Experience and examines how the three work environments influence Person-Job Fit and Employee Engagement. Furthermore, it analyzes Employee Participation in Decision Making as a moderating variable, exploring its impact on employees′ overall perception of the work environment and their fit with the job. This study surveyed formal employees in Taiwan who had been employed for more than three months, and data were collected via an online questionnaire, with 326 valid responses. After conducting reliability and validity analysis, descriptive statistics, correlation analysis, and hypothesis testing, the results are as follows: (1) The technological, physical, and cultural environments of Employee Experience all have a positive impact on Employee Engagement. (2) The technological, physical, and cultural environments of Employee Experience can effectively predict employees′ subjective perceptions of Person-Job Fit. (3) Person-Job Fit mediates the relationship between Employee Experience and Employee Engagement. (4) Employee Participation in Decision Making is significantly positively correlated with both Employee Experience and Person-Job Fit but does not have a moderating effect. Based on the research findings, this study offers practical implications and management recommendations to assist organizations in enhancing Employee Experience and promoting greater Employee Engagement.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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