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題名 合宜工作與工作旺盛感關係之研究
An Examination of the Relationship Between Decent Work and Thriving at Work
作者 汪暐杰
Wang, Wei-Chieh
貢獻者 胡昌亞
Hu, Chang-Ya
汪暐杰
Wang, Wei-Chieh
關鍵詞 合宜工作
工作旺盛感
Decent work
Thriving at work
日期 2025
上傳時間 4-Aug-2025 13:41:34 (UTC+8)
摘要 本研究旨在探討「合宜工作」(Decent Work) 對「工作旺盛感」(Thriving at Work) 的影響，並驗證 Ferraro 等人於 2018 提出的合宜工作問卷(Decent Work Questionaire, DWQ) 在臺灣文化情境下的適用性。研究以280位臺灣具工作經驗者為樣本，透過問卷調查以及利用統計軟體JASP進行分析驗證。結果顯示，「自我實現」、「工作發展機會」可顯著預測學習構面，而「自我實現」與「尊重－公平」則顯著預測活力構面。反之，制度保障相關構面預測力不顯著。研究支持DWQ在臺灣地區具良好信度，惟結構效度需在地化調整。
This study examines the impact of Decent Work on Thriving at Work and validates the applicability of the Decent Work Questionnaire (DWQ), developed by Ferraro et al., within the cultural context of Taiwan. A sample of 280 working individuals in Taiwan was surveyed, and data were analyzed using JASP statistical software. The results indicate that self-fulfillment and access to work development opportunities significantly predict the learning dimension of thriving, while self-fulfillment and respect–fairness significantly predict the vitality dimension. In contrast, institutional factors such as job security and social protection showed no significant predictive power. The findings support the DWQ’s reliability; however, its structural validity requires localization adjustments. The study suggests that organizations can enhance employees’ psychological well-being and work performance by fostering a culture of fairness and providing career development opportunities.
參考文獻 Kleine, A. K., Rudolph, C. W., & Zacher, H. (2019). Thriving at work: A meta‐analysis. Journal of Organizational Behavior, 40(9-10), 973-999. Bakker, A. B., Hakanen, J. J., Demerouti, E., & Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of educational psychology, 99(2), 274. Bandura, A. (1988). Self-regulation of motivation and action through goal systems. In Cognitive perspectives on emotion and motivation (pp. 37-61). Dordrecht: Springer Netherlands. Bandura, A. (2001). Social cognitive theory: An agentic perspective. Annual review of psychology, 52(1), 1-26. Bonnet, F., Figueiredo, J. B., & Standing, G. (2003). A family of decent work indexes. Int'l Lab. Rev., 142, 213. Carmeli, A., & Spreitzer, G. M. (2009). Trust, connectivity, and thriving: Implications for innovative behaviors at work. The Journal of Creative Behavior, 43(3), 169-191. Dollard, M. F., & Winefield, A. H. (2002). Mental health: overemployment, underemployment, unemployment and healthy jobs. Australian e-Journal for the Advancement of Mental Health, 1(3), 170-195. Duffy, R. D., Blustein, D. L., Diemer, M. A., & Autin, K. L. (2016). The psychology of working theory. Journal of counseling psychology, 63(2), 127. Duffy, R. D., Allan, B. A., England, J. W., Blustein, D. L., Autin, K. L., Douglass, R.P., ... & Santos, E. J. (2017). The development and initial validation of the Decent Work Scale. Journal of counseling psychology, 64(2), 206. Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative science quarterly, 44(2), 350-383. Feldman, M. S. (2004). Resources in emerging structures and processes of change. Organization Science, 15(3), 295-309. Ferraro, T., Pais, L., Rebelo Dos Santos, N., & Moreira, J. M. (2018). The Decent Work Questionnaire: Development and validation in two samples of knowledge workers. International Labour Review, 157(2), 243-265. Fredrickson, B. L. (2003). The value of positive emotions: The emerging science of positive psychology is coming to understand why it's good to feel good. American scientist, 91(4), 330-335. Ghai, D. (2003). Decent work: Concept and indicators. Int'l Lab. Rev., 142, 113. ILO. (2013a). Decent work indicators: Guidelines for producers and users of statistical and legal framework indicators. ILO Manual, second version (Dec.). Geneva. ILO. (2008a). Decent work: Some strategic challenges ahead. Report of the Director-General,International Labour Conference, 97th Session. Geneva. ILO. (2008b). Measurement of decent work. Discussion paper for the Tripartite Meeting of Experts on the Measurement of Decent Work, 8–10 September. Geneva. ILO. (2001). Reducing the decent work deficit: A global challenge. Report of the Director-General, International Labour Conference, 89th Session. Geneva. ILO. (1999). Decent Work. Report of the Director-General, International Labour Conference, 87th Session. Geneva. Kanov, J. M., Maitlis, S., Worline, M. C., Dutton, J. E., Frost, P. J., & Lilius, J. M. (2004). Compassion in organizational life. American Behavioral Scientist, 47(6), 808-827. Ma, Y., Autin, K. L., & Ezema, G. N. (2023). Validation of the Chinese decent work scale. Journal of Career Development, 50(1), 37-51. Porath, C., Spreitzer, G., Gibson, C., & Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation, and theoretical refinement. Journal of organizational behavior, 33(2), 250-275. Spreitzer, G., Sutcliffe, K., Dutton, J., Sonenshein, S., & Grant, A. M. (2005). A socially embedded model of thriving at work. Organization science, 16(5), 537-549.
描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
110363094
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0110363094
資料類型 thesis
dc.contributor.advisor 胡昌亞zh_TW
dc.contributor.advisor Hu, Chang-Yaen_US
dc.contributor.author (Authors) 汪暐杰zh_TW
dc.contributor.author (Authors) Wang, Wei-Chiehen_US
dc.creator (作者) 汪暐杰zh_TW
dc.creator (作者) Wang, Wei-Chiehen_US
dc.date (日期) 2025en_US
dc.date.accessioned 4-Aug-2025 13:41:34 (UTC+8)-
dc.date.available 4-Aug-2025 13:41:34 (UTC+8)-
dc.date.issued (上傳時間) 4-Aug-2025 13:41:34 (UTC+8)-
dc.identifier (Other Identifiers) G0110363094en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/158416-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理研究所(MBA學位學程)zh_TW
dc.description (描述) 110363094zh_TW
dc.description.abstract (摘要) 本研究旨在探討「合宜工作」(Decent Work) 對「工作旺盛感」(Thriving at Work) 的影響，並驗證 Ferraro 等人於 2018 提出的合宜工作問卷(Decent Work Questionaire, DWQ) 在臺灣文化情境下的適用性。研究以280位臺灣具工作經驗者為樣本，透過問卷調查以及利用統計軟體JASP進行分析驗證。結果顯示，「自我實現」、「工作發展機會」可顯著預測學習構面，而「自我實現」與「尊重－公平」則顯著預測活力構面。反之，制度保障相關構面預測力不顯著。研究支持DWQ在臺灣地區具良好信度，惟結構效度需在地化調整。zh_TW
dc.description.abstract (摘要) This study examines the impact of Decent Work on Thriving at Work and validates the applicability of the Decent Work Questionnaire (DWQ), developed by Ferraro et al., within the cultural context of Taiwan. A sample of 280 working individuals in Taiwan was surveyed, and data were analyzed using JASP statistical software. The results indicate that self-fulfillment and access to work development opportunities significantly predict the learning dimension of thriving, while self-fulfillment and respect–fairness significantly predict the vitality dimension. In contrast, institutional factors such as job security and social protection showed no significant predictive power. The findings support the DWQ’s reliability; however, its structural validity requires localization adjustments. The study suggests that organizations can enhance employees’ psychological well-being and work performance by fostering a culture of fairness and providing career development opportunities.en_US
dc.description.tableofcontents 第一章 緒論 1 第一節 研究動機 1 第二節 研究目的 3 第二章 文獻回顧 4 第一節 合宜工作 4 第二節 工作旺盛感 5 第三節 合宜工作與工作旺盛感 6 第三章 研究方法 7 第一節 研究樣本與程序 7 第二節 研究變數定義與衡量工具 7 第三節 資料分析方法 11 第四章 研究結果分析 13 第一節 整體樣本描述 13 第二節 信度與效度分析 15 第三節 相關分析 18 第四節 多元迴歸分析 20 第五章 結論與建議 24 第一節 研究結論 24 第二節 實務建議 26 第三節 研究限制與未來研究方向 27 參考文獻 28zh_TW
dc.format.extent 1071872 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0110363094en_US
dc.subject (關鍵詞) 合宜工作zh_TW
dc.subject (關鍵詞) 工作旺盛感zh_TW
dc.subject (關鍵詞) Decent worken_US
dc.subject (關鍵詞) Thriving at worken_US
dc.title (題名) 合宜工作與工作旺盛感關係之研究zh_TW
dc.title (題名) An Examination of the Relationship Between Decent Work and Thriving at Worken_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) Kleine, A. K., Rudolph, C. W., & Zacher, H. (2019). Thriving at work: A meta‐analysis. Journal of Organizational Behavior, 40(9-10), 973-999. Bakker, A. B., Hakanen, J. J., Demerouti, E., & Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of educational psychology, 99(2), 274. Bandura, A. (1988). Self-regulation of motivation and action through goal systems. In Cognitive perspectives on emotion and motivation (pp. 37-61). Dordrecht: Springer Netherlands. Bandura, A. (2001). Social cognitive theory: An agentic perspective. Annual review of psychology, 52(1), 1-26. Bonnet, F., Figueiredo, J. B., & Standing, G. (2003). A family of decent work indexes. Int'l Lab. Rev., 142, 213. Carmeli, A., & Spreitzer, G. M. (2009). Trust, connectivity, and thriving: Implications for innovative behaviors at work. The Journal of Creative Behavior, 43(3), 169-191. Dollard, M. F., & Winefield, A. H. (2002). Mental health: overemployment, underemployment, unemployment and healthy jobs. Australian e-Journal for the Advancement of Mental Health, 1(3), 170-195. Duffy, R. D., Blustein, D. L., Diemer, M. A., & Autin, K. L. (2016). The psychology of working theory. Journal of counseling psychology, 63(2), 127. Duffy, R. D., Allan, B. A., England, J. W., Blustein, D. L., Autin, K. L., Douglass, R.P., ... & Santos, E. J. (2017). The development and initial validation of the Decent Work Scale. Journal of counseling psychology, 64(2), 206. Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative science quarterly, 44(2), 350-383. Feldman, M. S. (2004). Resources in emerging structures and processes of change. Organization Science, 15(3), 295-309. Ferraro, T., Pais, L., Rebelo Dos Santos, N., & Moreira, J. M. (2018). The Decent Work Questionnaire: Development and validation in two samples of knowledge workers. International Labour Review, 157(2), 243-265. Fredrickson, B. L. (2003). The value of positive emotions: The emerging science of positive psychology is coming to understand why it's good to feel good. American scientist, 91(4), 330-335. Ghai, D. (2003). Decent work: Concept and indicators. Int'l Lab. Rev., 142, 113. ILO. (2013a). Decent work indicators: Guidelines for producers and users of statistical and legal framework indicators. ILO Manual, second version (Dec.). Geneva. ILO. (2008a). Decent work: Some strategic challenges ahead. Report of the Director-General,International Labour Conference, 97th Session. Geneva. ILO. (2008b). Measurement of decent work. Discussion paper for the Tripartite Meeting of Experts on the Measurement of Decent Work, 8–10 September. Geneva. ILO. (2001). Reducing the decent work deficit: A global challenge. Report of the Director-General, International Labour Conference, 89th Session. Geneva. ILO. (1999). Decent Work. Report of the Director-General, International Labour Conference, 87th Session. Geneva. Kanov, J. M., Maitlis, S., Worline, M. C., Dutton, J. E., Frost, P. J., & Lilius, J. M. (2004). Compassion in organizational life. American Behavioral Scientist, 47(6), 808-827. Ma, Y., Autin, K. L., & Ezema, G. N. (2023). Validation of the Chinese decent work scale. Journal of Career Development, 50(1), 37-51. Porath, C., Spreitzer, G., Gibson, C., & Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation, and theoretical refinement. Journal of organizational behavior, 33(2), 250-275. Spreitzer, G., Sutcliffe, K., Dutton, J., Sonenshein, S., & Grant, A. M. (2005). A socially embedded model of thriving at work. Organization science, 16(5), 537-549.zh_TW