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題名：不同世代員工與人資人員在職場倫理、工作滿意度、組織承諾之差異性研究
作者：黃晴瑛
作者(外文)：HUANG, CHIN-YING
校院名稱：國立高雄科技大學
系所名稱：國際企業系
指導教授：李仁耀 王天津
學位類別：博士
出版日期：2023
主題關鍵詞：不同世代員工；人資人員；X世代；Y世代；Z世代；工作倫理；組織承諾；工作滿意度；employees of different generations；employees of human resources；Generation X；Generation Y；Generation Z；workplace ethic；organizational commitment；job satisfaction
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不同世代在同一職場的職場世代差異一直是備受關注的話題，有研究發現不同的世代對於職場倫理認知有很大的差異；而職場倫理是提高員工工作滿意度以及組織績效的關鍵因素之一。員工的工作滿意度對於組織承諾可能造成影響，組織承諾不僅影響到員工對組織的向心力，也關係著員工是否持續在同一事業單位就職。同時人資人員與不同世代員工在職場倫理、工作滿意度、組織承諾間的認知差異將會影響到企業人力政策的規畫，因此本研究目的探討不同世代員工與人資人員在職場倫理、工作滿意度、組織承諾的差異性及不同世代、人資人員在職場倫理、工作滿意度對組織承諾間之關係。以利提升員工對組織的向心力。
本研究採用問卷調查法，選取不同世代且尚在職場任職之在職員工共計308份及人資人員共計51位為研究對象。研究工具包括「職場倫理量表」、「工作滿意度量表」及「組織承諾量表」等三份量表，並以敍述性統計、迴歸分析及信度分析所得之數據，以本研究發現X世代、Y世代與Z世代的職場倫理對組織承諾的影響皆不顯著，而三個世代的工作滿意度對組織承諾則都有顯著正向影響。人資人員在職場倫理重要性認知普遍高於不同世代員工、人資人員在組織承諾與不同世代員工重要性認知差異不顯著、人資人員在工作滿意度重要性差異普遍高於不同世代員工。本研究依據上述結果對人資人員、不同世代及後續研究提出相關建議，以供參考。
The differences between different generations in the same workplace have been a topic of great concern, and studies have shown that different generations have greatly different perceptions of workplace ethics. Workplace ethics is one of the key factors to improve employee job satisfaction and organizational performance. Employee job satisfaction may affect organizational commitment. Organizational commitment affects not only the centripetal force of employees to organizations but also employees’ decisions to continue to work in the same institutions. Moreover, the perceptive differences between human resources personnel and employees of different generations regarding workplace ethics, job satisfaction, and organizational commitment will affect enterprises’ human resources planning. Therefore, this study aims to explore the differences between employees of different generations and human resources personnel in workplace ethics, job satisfaction, and organizational commitment. It also aims to examine the relationship between workplace ethics, job satisfaction, and organizational commitment of employees of different generations and human resources personnel, so as to enhance the centripetal force of employees to organizations.
By using the method of questionnaires, this study investigated 308 in-service employees of different generations and 51 human resources personnel. The research tools included three scales, namely the Workplace Ethics Scale, Job Satisfaction Scale, and Organizational Commitment Scale, and the data obtained by descriptive statistics, regression analysis, and reliability analysis were used. This study found that the workplace ethics of Generation X, Generation Y, and Generation Z had insignificant effects on organizational commitment, while the job satisfaction of the three generations had significantly positive effects on organizational commitment. Human resources personnel generally had higher perceptions than employees of different generations on the importance of workplace ethics. The perceptions of human resources personnel on the importance of organizational commitment were insignificantly different from those of employees of different generations. Human resources personnel generally had higher perceptions than employees of different generations on the importance of job satisfaction. Based on the above results, this study provides suggestions for human resources personnel, different generations, and future research as a reference.
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