臺灣博碩士論文加值系統

本研究目的在探討台灣Y世代與其工作價值觀的關聯性，由於出生於1981至2000年期間的Y世代族群，已逐漸成為就業市場的主要人力，根據行政院主計處數據顯示：台灣Y世代族群的失業率卻高於台灣整體平均失業率，其中又以自願性失業為主要原因，但同時資方也面臨缺工的危機，如何解決此缺口，避免勞動力的浪費成為就業市場上急需解決的問題。
　　儘管現今社會普遍重視員工的工作價值觀，但學界卻鮮少只針對Y世代族群探討其工作價值觀。隨社會變遷與經濟發展，以及各個世代之間的差異，資方對Y世代員工的管理模式與方法勢必需要調整，透過更進一步了解Y世代族群對工作價值觀的重視程度，能發展出更符合Y世代員工的激勵與留任方法，如此才能減少勞資雙方對工作上的期待落差，降低Y世代族群的自願性失業率，進而降低台灣整體失業率。
　　分析結果顯示，工作價值觀可再分成內、外在兩類工作價值觀討論，再以人口學變項中的性別、年齡、教育程度及年資等因素來分群，透過各個群體所重視的工作價值觀差異，進一步延伸出建議與解決方法，讓資方更加了解如何解決Y世代員工的自願性失業因素。

The study aim is to investigate the relationship between generation Y in Taiwan and their work values. Generation Y has becoming the major source of manpower in Taiwan, according to the data from Directorate General of Budget, Accounting and Statistics, Executive Yuan, R.O.C., the data indicates that the unemployment rate of generation Y is much higher than unemployment rate of whole population in Taiwan.
However, voluntary unemployment is the main reason of unemployment in generation Y, but most employers encounter the crisis of manpower deficit at same time. How could this issue be solve where in fact this is one of the main problem in Taiwan.

Despite more companies are focusing in the employees, less dissertation investigating specifically about the work values of generation Y. Therefore, the dissertation is focus on different demographic variables, such as gender, education level, age and seniority, understanding which part of work value is more important for generation Y, and find the most suitable methods or programs about motivation and retention. In order to decrease the voluntary unemployment rate in generation Y and reduce the average unemployment rate in Taiwan.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究範圍 6
第三節 研究流程圖 7
第二章 文獻探討與假說建立 9
第一節 Y世代的特性 9
第二節 工作價值觀 12
第三章 研究設計 18
第一節 研究架構與假設 18
第二節 資料來源與研究對象 19
第三節 研究變數定義與衡量 20
第四節 分析方法 22
第五節 信度（Reliability）與效度（Validity）分析 23
第四章 研究結果 25
第一節 Y世代工作者之性別變項對工作價值觀的影響 25
第二節 Y世代工作者之教育程度變項對工作價值觀的影響 29
第三節 Y世代工作者之年齡變項對工作價值觀的影響 33
第四節 Y世代工作者之年資變項對工作價值觀的影響 37
第五章 結論與建議 42
第一節 研究結論與管理實務應用 42
第二節 研究限制與未來研究建議 45
參考文獻 47
附錄一 工作價值觀測量問卷 53

王叢桂. (1993). 三個世代大學畢業工作者的價值觀. 本土心理學研究, (2), 206-250.
余朝權. (1995). 管理人員工作偏好與其前因變項之研究—採生涯觀點. 東吳經濟商學學報》(台灣), (16), 1-30.
李坤崇, & 歐慧敏. (2011). 新訂青年工作價值觀量表之編製研究. 臺北市: 行政院青年輔導委員會.
林惠彥, & 陸洛. (2012). 工作價值之群體差異-全台代表性樣本分析. 台灣管理學刊, 12(1), 99-116.
林淑慧, & 黃良志. (2013). 大專以上青年世代工作價值觀之比較研究: 高等教育發展脈絡與性別差異觀點. 應用心理研究, (58), 103-142.
洪瑞斌, & 劉兆明. (2003). 工作價值觀研究之回顧與前瞻• 應用心理研究, 19,211-250.
胡蘭沁. (2006). 大學生兼職與其工作價值觀關聯性之探討. 台東大學教育學報, 第十七卷第一期, 35-76.
吳鐵雄, 李坤崇, 劉佑星, & 歐慧敏. (1996). 工作價值觀量表之編製研究. 台北: 行政院青年輔導委員會.
黃同圳, & 劉欣萍. (1993). 青年勞工工作價值觀與組織向心力之研究. 行政院青年輔導委員會.

Ansoorian, A., Good, P., & Samuelson, D. (2003). Managing Generational Differences. Leadership, 32(5), 34-36.
Anantatmula, V. S., & Shrivastav, B. (2012). Evolution of project teams for Generation Y workforce. International Journal of Managing Projects in Business, 5(1), 9-26.
Beutell, N. J., & Brenner, O. C. (1986). Sex differences in work values. Journal of Vocational Behavior, 28(1), 29-41.
Berl, P. S. (2006). Crossing the Generational Divide: Supporting Generational Differences at Work. Exchange: The Early Childhood Leaders'' Magazine Since 1978, 168, 73-78.
Broadbridge, A. M., Maxwell, G. A., & Ogden, S. M. (2007). Students'' views of retail employment-key findings from Generation Ys. International Journal of Retail & Distribution Management, 35(12), 982-992.
Brillet, F., Hulin, A., Leroy, J., & Bourliataux-Lajoinie, S. (2011). E-generation, what’s new?. Journal of Human Resources Management Research, 2011, 8.
Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests.psychometrika, 16(3), 297-334.
Cherrington, D. J., Condie, S. J., & England, J. L. (1979). Age work values.Academy of Management Journal, 22(3), 617-623.
Charrier, K. (2000). Marketing strategies for attracting and retaining Generation X police officers. Police Chief, 67(12), 45-51.
Dæhlen, M. (2005). Change in job values during education. Journal of Education and Work, 18(4), 385-400.
Cennamo, L., & Gardner, D. (2008). Generational differences in work values, outcomes and person-organisation values fit. Journal of Managerial Psychology, 23(8), 891-906.
Deal, J. J. (2007). Retiring the generation gap: How employees young and old can find common ground (Vol. 35). John Wiley & Sons.
Duffy, R. D., & Sedlacek, W. E. (2007). The presence of and search for a calling: Connections to career development. Journal of Vocational Behavior,70(3), 590-601.
Filipczak, B. (1994). It''s Just a Job: Generation X at Work. Training, 31(4), 21-27.
Ginzberg, E., Ginsburg, S. W., Axelrad, S., & Herma, J. L. (1951). Occupational choice. New York.
Gursoy, D., Maier, T. A., & Chi, C. G. (2008). Generational differences: An examination of work values and generational gaps in the hospitality workforce.International Journal of Hospitality Management, 27(3), 448-458.
Gentry, W. A., Gilmore, D. C., Shuffler, M. L., & Leslie, J. B. (2012). Political skill as an indicator of promotability among multiple rater sources. Journal of Organizational Behavior, 33(1), 89-104.
Herzberg, F., Mausner, B., & Snyderman, B. B. (2011). The motivation to work(Vol. 1). Transaction publishers.
Harris, K. J., Kacmar, K. M., & Carlson, D. S. (2006). An examination of temporal variables and relationship quality on promotability ratings. Group & Organization Management, 31(6), 677-699.
Insights, N. A. S. (2006). Generation Y: The Millennials. Ready or Not Here They come. NAS Recruitment Communications.
Judge, T. A., & Bretz, R. D. (1992). Effects of work values on job choice decisions. Journal of applied psychology, 77(3), 261.
Kalleberg, A. L. (1977). Work values and job rewards: A theory of job satisfaction. American sociological review, 124-143.
Kupperschmidt, B. R. (2000). Multigeneration employees: strategies for effective management. The health care manager, 19(1), 65-hyhen.
Karp, H. B., & Sirias, D. (2001). Generational conflict: A new paradigm for teams of the 21st century. Gestalt Review, 5(2), 71-87.
Kowske, B. J., Rasch, R., & Wiley, J. (2010). Millennials’(lack of) attitude problem: An empirical examination of generational effects on work attitudes.Journal of Business and Psychology, 25(2), 265-279.
Lindsay, P., & Knox, W. E. (1984). Continuity and change in work values among young adults: A longitudinal study. American Journal of Sociology, 918-931.
Losyk, B. (1997). Generation X: What they think and what they plan to do. The Futurist, 31(2), 39.
Loughlin, C., & Barling, J. (1999). The nature of youth employment.
Lyon, K., Legg, S., & Toulson, P. (2005). Generational Cohorts. International Journal of Diversity in Organisations, Communities & Nations, 5(1).
Lamm, E., & Meeks, M. D. (2009). Workplace fun: the moderating effects of generational differences. Employee Relations, 31(6), 613-631.
Manhardt, P. J. (1972). Job orientation of male and female college graduates in business. Personnel Psychology, 25(2), 361-368.
Mottaz, C. J. (1986). An analysis of the relationship between education and organizational commitment in a variety of occupational groups. Journal of Vocational Behavior, 28(3), 214-228.
McDonald, P., Brown, K., & Bradley, L. (2005). Have traditional career paths given way to protean ones? Evidence from senior managers in the Australian public sector. Career Development International, 10(2), 109-129.
McDonald, K. S., & Hite, L. M. (2008). The next generation of career success: Implications for HRD. Advances in Developing Human Resources, 10(1), 86-103.
Nord, W. R., Brief, A. P., Atieh, J. M., & Doherty, E. M. (1988). Work Values and The Conduct of Organizational-Behavior. Research in organizational behavior, 10, 1-42.
Nord, W. R., Brief, A. P., Atieh, J. M., & Doherty, E. M. (1990). Studying meanings of work: The case of work values.
Ng, T. W., & Feldman, D. C. (2010). Organizational tenure and job performance.Journal of Management, 36(5), 1220-1250.
Pooley, E. (2005). Generation Y: How twenty somethings are changing the workplace. Canadian Business, June, 6.
Saleh, S. D., & Singh, T. (1973). Work values of white-collar employees as a function of sociological background. Journal of Applied Psychology, 58(1), 131.
Super, D. E. (1980). A life-span, life-space approach to career development.Journal of vocational behavior, 16(3), 282-298.
Sturman, M. C. (2003). Searching for the inverted U-shaped relationship between time and performance: Meta-analyses of the experience/performance, tenure/performance, and age/performance relation s. Journal of Management, 29(5), 609-640.ship
Southard, G., & Lewis, J. (2004). Building a workplace that recognizes generational diversity. PUBLIC MANAGEMENT-LAWRENCE THEN WASHINGTON-, 86(3), 8-13.
Sessa, V. I., Kabacoff, R. I., Deal, J., & Brown, H. (2007). Generational differences in leader values and leadership behaviors. The Psychologist-Manager Journal, 10(1), 47-74.
Taylor, R. N., & Thompson, M. (1976). Work value systems of young workers.Academy of Management Journal, 19(4), 522-536.
Tierney, D. W., & McCabe, M. P. (2001). The validity of the trans‐theoretical model of behaviour change to investigate motivation to change among child molesters. Clinical psychology & psychotherapy, 8(3), 176-190.
Twenge, J. M., & Campbell, S. M. (2008). Generational differences in psychological traits and their impact on the workplace. Journal of Managerial Psychology, 23(8), 862-877.
Wey Smola, K., & Sutton, C. D. (2002). Generational differences: Revisiting generational work values for the new millennium. Journal of organizational behavior, 23(4), 363-382.
Wollack, S., Goodale, J. G., Wijting, J. P., & Smith, P. C. (1971). Development of the survey of work values. Journal of Applied psychology, 55(4), 331.
Wagman, M. (1965). Sex and age differences in occupational values. The Personnel and Guidance Journal, 44(3), 258-262.
Wayne, S. J., Liden, R. C., Kraimer, M. L., & Graf, I. K. (1999). The role of human capital, motivation and supervisor sponsorship in predicting career success. Journal of Organizational Behavior, 20(5), 577-595.