臺灣博碩士論文加值系統

「工作滿意」（job satisfaction）是指員工從其工作中可以獲得的快樂或積極的狀態。它是一個綜合性的指標，能解釋為員工在工作上是否有積極的態度，其並與組織績效、顧客滿意度息息相關。本研究以勞動部勞工保險局（以下簡稱勞保局）現職員工為實證對象，探討勞保局之工作特性(包含任務自主性、任務多樣性、任務完整性、任務回饋性、任務重要性)，及其如何影響工作滿意程度。本研究以問卷調查蒐集資料，共計發送問卷245份，回收有效問241份(98.36%)。研究顯示，當任務自主性提高，工作滿意度也會提高。而當員工感覺工作有意義且對他人的生活會造成重要影響，即任務重要性提高，則工作滿意度也會隨之提高。本研究結果可提供勞保局的長官了解現職員工滿意程度為何，作為調整工作內容及工作方式的參考，並可據此擬定相關決策，以提高工作績效。

Job satisfaction refers to a state that employees get happiness or stay positive . It is a sign of combination, which explains employee attitudes towards the job, and it is highly connected to the efficiency of the organization and customer satisfaction. This study collected data through the Bureau of Labor Insurance (BLI) and discussed the job characteristics of BLI which task autonomy, task variety, task identity, task feedback, task significance were included, and how they influenced the job satisfaction . In this study, we collected data by serving 245 questionnaires on paper, a total of 241 responses were gathered. We found that higher task autonomy supported the job satisfaction when an employee felt meaningful about his job in which his personal life affected, too. That is, when the task significance promoted, the level of the job satisfaction lifted up as well. The result of this study can be a reference for the managers of BLI to figure out the employee satisfaction and modify the content and the way of the job where they can not only improve the job efficiency but also make decisions based on it.

目錄
摘要 I
Abstract II
目錄 III
表次 V
圖次 VI
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 3
1.3 研究流程 4
第二章 文獻探討與假設推論 5
2.1 工作滿意度 5
2.1.1 工作滿意度定義 5
2.1.2 工作滿意度的要素及重要性 6
2.2 工作特性 6
2.2.1 任務自主性 8
2.2.2 任務多樣性 8
2.2.3 任務完整性 9
2.2.4 任務回饋性 9
2.2.5 任務重要性 9
2.3 研究假設 10
2.3.1 各項變數之關係架構 11
第三章 研究方法 12
3.1 主要定變數定義與衡量 12
3.2 問卷設計 13
3.3 研究對象與資料分析工具 14
3.3.1 研究對象 14
3.3.2 資料分析工具 14
第四章 研究結果 15
4.1 問卷回收與敘述統計分析 15
4.2 信度與效度分析 18
4.3 PEARSON相關分析 19
4.4 迴歸分析 20
4.5 假設檢驗結果 21
第五章 研究結論與建議 22
5.1 研究結論 22
5.2 管理意涵 23
5.3 研究限制與後續研究建議 24
參考文獻 25
附錄 31

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