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題名：臺灣中小學教師工作滿意度之研究--與其他職業做比較
書刊名：當代教育研究季刊
作者：林慧敏／黃毅志 引用關係
作者(外文)：Lin, Hui-min／Hwang, Yih-jyh
出版日期：2016
卷期：24:3
頁次：頁29-64
主題關鍵詞：職業；中小學教師；工作滿意度；臺灣社會變遷基本調查；Occupations；Elementary/secondary school teachers；Job satisfaction；The primary survey of social changes in Taiwan
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研究目的運用2005年「臺灣社會變遷基本調查」（五期一次）問卷二「工作與生活」（n = 2147）資料，對不同職業比較工作滿意度，探討臺灣中小學教師的工作滿意度高低，並探究造成臺灣中小學教師工作滿意度與其他職業差異的因果機制。研究設計／方法／取徑以迴歸方式進行工作滿意度的路徑分析，檢證相關假設，並試圖找出造成中小學教師工作滿意度高低的路徑。研究發現或結論臺灣中小學教師的工作滿意度最高，除了與主管人員沒有顯著差異外，顯著高於其他所有職業：原因是中小學教師的現任機構年資偏高外，中小學教師最感到工作有意義、現工作有價值，有較高的工作前景評估、工作場所人際關係，較認為男女性擔任主管公平性、較低的裁員機會，這都有助於提高工作滿意度。研究原創性／價值過去工作滿意度的研究，大多以單一職業（如教師、護理人員、基層警員......）為對象，少見同時對不同職業探討工作滿意度的研究。本研究將職業分成十類（中小學教師、主管人員、一般專業、半專業、事務工作、服務售貨、農林漁牧、技術、半技術、非技術工），以在臺灣很特別的中小學教師為對照組，與其他職業做比較，探討臺灣中小學教師的工作滿意度。研究發現，臺灣中小學教師的工作滿意度最高，只是與主管人員差異不顯著，這可能原因是中小學教師樣本不夠大（n = 67）。本研究除了採用過去對工作滿意度有影響的中介變項外，還將工作場所的「裁員機會」及「男女性擔任主管公平性」變項加入研究一起探討，研究中也證實中小學教師因較認為男女性擔任主管公平性與有較低的裁員機會，使得工作滿意度較高，這也提高了中小學教師對工作滿意度的解釋。
Purpose This study used statistical data (n = 2147) from Questionnaire 2 ＂Jobs & Lives＂ of ＂The Primary Survey of Social Changes in Taiwan＂ (Occasion One, Period Five, 2005) to compare the job satisfaction of various occupations, in order to investigate the job satisfaction of elementary/secondary school teachers in Taiwan, and to probe into the mechanism leading to the differences in job satisfaction among elementary/secondary school teachers and other occupations. Design/methodology/approach This study performed regression/path analysis on job satisfaction, tested relevant hypotheses, and looked to find those paths affecting the job satisfaction of elementary/secondary school teachers. Findings The job satisfaction of elementary/secondary school teachers in Taiwan was the highest. While their job satisfaction was not significantly different from that of managers, their job satisfaction was significantly higher than that of all the other occupations. The reason was that the seniority of elementary/secondary school teachers at current schools was relatively higher. In addition, elementary/secondary school teachers perceived the highest meaning and value from work, and their evaluation of job prospects was higher. In terms of interpersonal relationships at the workplace, they believed that there was a fair chance for males/females to become department heads and a lower layoff rate. All of the above are beneficial to the improvement of job satisfaction. Originality/value Previous studies on job satisfaction mainly enrolled single occupation workers (e.g. teachers, nursing personnel, and grassroots police officers) as the subjects, with a lack of studies investigating the job satisfaction of various occupations. This study divided occupations into ten categories (elementary/secondary school teachers, managers, general professionals, semi-professionals, affairs personnel, service and sales personnel, agriculture, forestry, fishery, and animal husbandry, workers, skilled, semi-skilled, and non-skilled workers) and used elementary/secondary school teachers, who make up a rather unique occupation in Taiwan, as the control group so as to compare them with other occupations and investigate their job satisfaction. This study found that the job satisfaction of elementary/secondary school teachers in Taiwan was the highest. However, it was not significantly different from that of managers. The reason might be that the sample size of elementary/secondary school teachers was not large enough (n = 67). In addition to using intervening variables that affect job satisfaction in the past, this study also included ＂layoff rate＂ and ＂a fair chance for males/females to become department heads＂ in the investigation. This study also verified that elementary/secondary school teachers believed in a fair chance for either gender to act as department heads, as well as a lower layoff rate. This offered an explanation for the higher job satisfaction of elementary/secondary school teachers.
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80.Bruck, Carly S.、Allen, Tammy D.、Spector, Paul E.(2002)。The relation between work-family conflict and job satisfaction: A finer-grained analysis。Journal of Vocational Behavior，60(3)，336-353。  new window
81.黃毅志(20031200)。「臺灣地區新職業聲望與社經地位量表」之建構與評估：社會科學與教育社會學研究本土化。教育研究集刊，49(4)，1-31。new window  延伸查詢new window
82.黃毅志(20080600)。如何精確測量職業地位？--「改良版臺灣地區新職業聲望與社經地位量表」之建構。臺東大學教育學報，19(1)，151-159。new window  延伸查詢new window
83.Greenhaus, Jeffrey H.、Beutell, Nicholas J.(1985)。Sources of Conflict between Work and Family Roles。Academy of Management Review，10(1)，76-88。  new window
研究報告
1.教育部統計處(2006)。中華民國教育統計。臺北市：教育部。  延伸查詢new window
2.黃毅志(1998)。工作特質、工作報酬，與階級意識及工作滿意度 (計畫編號：NSC87-2412-H-143-001)。臺東市：國立臺東大學。  延伸查詢new window
學位論文
1.牟素雯(2002)。人力成本精簡方案和員工個人特質，對工作態度與生涯規劃認知相關研究--以新竹科學園區積體電路產業為例(碩士論文)。中原大學，桃園。  延伸查詢new window
2.尹曉穎(1994)。國營事業人員精簡方案與被留用員工之組織行為的關係(碩士論文)。國立臺灣大學。  延伸查詢new window
圖書
1.Wirth, L.(2001)。Breaking through the glass ceiling: Women in management。Geneva, Switzerland：International Labour Office。  new window
2.陳奎憙(1992)。教育社會學研究。臺北市：師大書苑。  延伸查詢new window
3.黃毅志(2011)。臺灣的教育分流、勞力市場階層結構與地位取得。臺北市：心理出版社。new window  延伸查詢new window
4.Blau, Peter Michael、Duncan, Otis Dudley(1967)。The American Occupational Structure。John Wiley & Sons, Inc.。  new window
其他
1.教育部(2010)。性別統計指標，http://www.edu.tw/statistics/content.aspx?site-content-sn=8168， 2010/06/03。  new window
2.教育部(2004)。九十二學年度大專院校校別專任教師數，http://www.edu.tw/files/site_content/b0013/92_s1101.xls。  延伸查詢new window
圖書論文
1.Lemons, M. A.、Danehower, V. C.(1996)。Organizational justice and the glass ceiling: the moderating role of gender schemas。Academy of Management Proceedings。  new window
2.Folger, Robert、Greenberg, Jerald(1985)。Procedural justice: An interpretive analysis of personnel systems。Research in Personnel and Human Resources Management。  new window
 
 
 
 
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